When Does Self -Efficacy Enhance Performance? Effects of Autonomous Regulation in Culturally Diverse Groups
Wu, Ju-Chien Cindy
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Permalink
https://hdl.handle.net/2142/87470
Description
Title
When Does Self -Efficacy Enhance Performance? Effects of Autonomous Regulation in Culturally Diverse Groups
Author(s)
Wu, Ju-Chien Cindy
Issue Date
2003
Doctoral Committee Chair(s)
Martocchio, Joseph J.
Department of Study
Human Resources and Industrial Relations
Discipline
Human Resources and Industrial Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Business Administration, Management
Language
eng
Abstract
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.
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