2026-09-22T02:44:35Z https://www.ideals.illinois.edu/oai-pmh

oai:www.ideals.illinois.edu:2142/87470 2023-07-11 col_2142_5131 col_2142_17394 com_2142_5130 com_2142_236

Martocchio, Joseph J. Wu, Ju-Chien Cindy 2015-09-28T16:03:58Z 2015-09-28T16:03:58Z 10000-01-01 2003 2003 Numerous studies have examined the self-efficacy-performance relationship at the between-person level and reported a positive relationship consistent with social cognitive theory. As social cognitive theory also contends a positive self-efficacy-performance relationship at the within-person level, several recent studies (Vancouver et al., 2001, 2002) reported a negative relationship contradictory to social cognitive theory but consistent with the prediction of control theory. This study attempts to reconcile the two conflicting theoretical perspectives. In general, I propose that an individual's autonomous regulation moderates the self-efficacy-performance relationship. More specifically, I propose that both social cognitive theory and control theory predict the self-efficacy-performance relationship mediated by goal and on-task attention, but the direction of the relationship is contingent on an individual's level of autonomous regulation. According to social cognitive theory, I expect that self-efficacy positively affects performance through an enhanced level of goal and increased amount of on-task attention. According to control theory, I expect that self-efficacy negatively influences performance mediated by a fixed level of goal and decreased amount of on-task attention. When an individual's autonomous regulation is high, I expect that social cognitive theory will predict the self-efficacy-performance relationship, whereas a negative relationship will exist when one's autonomous regulation is low. As hypothesized, results obtained by hierarchical linear modeling (HLM) analysis indicate that autonomous regulation moderates the self-efficacy-performance relationship, and on-task attention, but not goal, fully mediates this relationship. The second experiment tested how to enhance self-efficacy and autonomous regulation in a culturally diverse work group in order to enhance performance. Performance feedback messages loaded with cultural cues were delivered to enhance self-efficacy and autonomous regulation. Specifically, I hypothesize that self-efficacy and autonomous regulation enhancing messages can have the greatest effects when their cultural cues are consistent with feedback recipients' cultural orientation. The results indicate that in a collectivistic group task setting, culture-laden performance feedback messages are effective to the individualists in enhancing their self-efficacy levels; but this effect is not significant to the collectivists. Discussion of these results is provided. Implications and future research are also discussed. Made available in DSpace on 2015-09-28T16:03:58Z (GMT). No. of bitstreams: 2 license.txt: 4848 bytes, checksum: 96035ab3f5e1c23cc7138a224ce498bd (MD5) 3086219.pdf: 10393865 bytes, checksum: e7c54596bb8cbdc1c446c47bcc313036 (MD5) Previous issue date: 2003 Embargo set by: Seth Robbins for item 88751 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs U of I Only 311 p. Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2003. http://hdl.handle.net/2142/87470 (MiAaPQ)AAI3086219 eng Business Administration, Management When Does Self -Efficacy Enhance Performance? Effects of Autonomous Regulation in Culturally Diverse Groups text Human Resources and Industrial Relations Human Resources and Industrial Relations University of Illinois at Urbana-Champaign Dissertation Ph.D.