Prior Performance and Goal Progress as Moderators of the Relationship Between Self-Efficacy and Performance

Over the last several years, the conventional view of self-efficacy as a positive influence on performance has been called into question. Researchers have identified a negative relationship between self-efficacy and performance when examined via within-person analyses, even in the presence of large positive between-person relationships. The current study proposes that the within-person relationship between self-efficacy and subsequent performance is moderated by one's degree of prior success or failure. Using a multitrial task, support was found for the proposed model. Following poor or substandard performances, self-efficacy was positively related to subsequent performance. However, following more successful prior performances, self-efficacy was negatively related to subsequent performance. Implications of these findings for theory and research on work motivation are discussed.     

A multilevel analysis of effort, practice, and performance: effects; of ability, conscientiousness, and goal orientation

This article examines the relationship between motivation and performance during skill acquisition. The authors used multilevel analysis to investigate relationships at within- and between-person levels of analysis. Participants were given multiple trials of practice on an air traffic control task. Measures of effort intensity and performance were taken at repeated intervals. As expected, the relationship between effort and performance increased with practice. Furthermore, the rate at which this effect strengthened was faster for individuals with high-ability or low-performance orientation. There was also an interaction between learning and performance orientations that only emerged after practice. By the end of practice, the negative effects of performance orientation were stronger for individuals with high learning orientation. Results highlight the importance of adopting a multilevel framework to enhance understanding of the link between motivation and performance.     

网络视频课程中师生交互与大学生网络学习绩效的关系:学习自我效能感与学习动机的序列中介作用

本研究基于建构主义学习理论,采用问卷调查法以湖北省武汉市两所大学四个年级544名参与网络课堂的大学生为被试,探讨网络师生交互与网络学习绩效之间的关系,以及网络学习自我效能感和网络学习动机在其中的序列中介作用。结果发现：（1）网络师生交互、网络学习自我效能感、网络学习动机与网络学习绩效两两之间均显著正相关;（2）网络师生交互对网络学习绩效的直接效应和间接效应均显著。间接效应包含了两条路径：通过网络学习自我效能感的部分中介作用和通过网络学习自我效能感-网络学习动机的序列中介作用。这一结论有助于理解网络师生交互对网络学习绩效的作用机制,为未来网络教育的开展提供建议。     

When self-efficacy negatively relates to motivation and performance in a learning context

Recent reviews of the training literature have advocated directly manipulating self-efficacy in an attempt to improve the motivation of trainees. However, self-regulation theories conceive of motivation as a function of various goal processes, and assert that the effect of self-efficacy should depend on the process involved. Training contexts may evoke planning processes in which self-efficacy might negatively relate to motivation. Yet the typical between-persons studies in the current literature may obscure the effect. To examine this issue, 63 undergraduate students completed a series of questionnaires measuring self-efficacy and motivation before 5 class exams. Self-efficacy was negatively related to motivation and exam performance at the within-person level of analysis, despite a significant positive relation with performance at the between-persons level.     

绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用

采用296对上下级匹配数据考察了绩效薪酬对创造力的影响以及人-工作匹配的调节效应和创造力自我效能的中介效应。研究结果表明:绩效薪酬对创造力有倒U形影响;创造力自我效能部分中介了绩效薪酬对创造力的倒U形影响;人-工作匹配调节绩效薪酬与创造力的关系,人-工作匹配度越高,中等强度绩效薪酬的正面效应越强,高强度绩效薪酬的负面效应越弱;绩效薪酬与人-工作匹配的交互效应通过创造力自我效能的完全中介效应影响创造力。     

The role of self-efficacy, goal, and affect in dynamic motivational self-regulation

In this paper, we examined the within-person relationship between self-efficacy and performance in an Internet-based stock investment simulation in which participants engaged in a series of stock trading activities trying to achieve performance goals in response to dynamic task environments (performance feedback and stock market movements). Contrary to the results of several previous studies, we found that self-efficacy was positively related to effort and performance, and goal level partially mediated the efficacy–performance relationship. We also found that participants’ affective reactions to performance feedback, measured as positive affect and negative affect, uniquely contributed to their motivation and performance either directly or by indirectly influencing their self-efficacy.     

情绪智力对大学生创业意向的影响:成就动机和创业自我效能感的链式中介作用

为探讨情绪智力、成就动机、创业自我效能感和大学生创业意向之间的关系。使用情绪智力量表、成就动机量表、创业自我效能感量表和创业意向量表对986名大学生进行调查。结果表明:(1)成就动机中介了情绪智力与大学生创业意向之间的关系。(2)创业自我效能感中介了成就动机与大学生创业意向间的关系。(3)创业自我效能感中介了情绪智力与大学生创业意向之间的关系。(4)成就动机和创业自我效能感在情绪智力与大学生创业意向之间起链式中介作用。     

A within-person approach to the relation between quality of task motivation,performance and job satisfaction in everyday working life

Research generally shows that autonomous forms of motivation are associated with higher performance and job satisfaction, whereas controlled forms of motivation are linked to worse outcomes. These relationships are largely based on between-persons data from cross-sectional studies or longitudinal studies with few measurement points. However, motivation quality, performance, and job satisfaction can vary considerably from day to day and from task to task. It is unclear whether and how these experiences and behaviors covary over time within individuals at work in daily life. The present study assessed this using a diary approach. With a default protocol of 30 working days, an ecological momentary assessment application prompted 19 white-collar workers five times a day to report their autonomous and controlled motivation for work tasks and their productivity and job satisfaction at the end of each day. Fourteen participants gathered sufficient data to compute within-person relations and individual networks. At the between-person level, results were somewhat in line with prior survey-based research, whereas results at the within-person level present more nuanced findings and demonstrate that these will not inherently align with previous between-person findings. Individual network analyses indicated considerable interindividual heterogeneity, especially in the relationships between motivation and job satisfaction. In conclusion, these findings point to significant variability in the observed relations between task-related motivation, performance and job satisfaction in everyday life, and highlight the added value of a within person approach and individual networks in addition to between-persons approaches. The implications of these findings for occupational wellbeing research are discussed.

     

Dynamics in Self-Regulation: Plan Execution Self-Efficacy and Mastery of Action Plans

This study investigated whether an individual's plan execution self-efficacy precedes mastery of the respective action plan or vice versa. Study participants were 122 cardiac rehabilitation patients. Plan execution self-efficacy and mastery of a personal action plan on physical activity were assessed each week for 6 weeks after discharge from rehabilitation. Physical exercise was assessed 2 months after discharge. Multilevel cross-lagged panel analyses resulted in a positive effect of mastery on subsequent self-efficacy, whereas self-efficacy did not predict subsequent mastery at the within-person level. At the between-person level, however, self-efficacy predicted following physical exercise. Thus, the predictive power of self-efficacy was developed in relation to mastery of personal action plans over time. Implications for behavior change interventions are discussed.     

The relationship between career motivation and self-efficacy with protégé career success

Research exploring the underlying processes involved in successful mentorships has been lacking. In the present study, the roles of career motivation and career self-efficacy as explanatory factors were examined. Career motivation mediated the relationship between career mentoring and performance effectiveness. Contrary to prediction, only marginal support was received for career self-efficacy as a mediator between mentoring and indicators of career success. This research is unique in that it was the first to reveal linkages between mentoring, career self-efficacy, career motivation and protégé career success. Theoretical and practical implications of results are discussed.     

戒毒人员戒毒动机对复吸倾向的影响:有调节的中介作用

目的:考察强制戒毒人员的戒毒动机对于复吸倾向的影响机制。方法:使用强制戒毒者复吸倾向性心理调查表、戒毒动机量表、心理韧性量表和情绪调节自我效能感量表对710名强制戒毒人员进行调查。结果:(1)强制戒毒人员戒毒动机负向预测复吸倾向;(2)情绪调节自我效能感中介了戒毒动机和复吸倾向的关系;(3)心理韧性调节了情绪调节自我效能感的中介效应。结论:戒毒动机不仅直接影响强制隔离戒毒人员的复吸倾向,也通过情绪调节自我效能感间接影响强制隔离戒毒人员复吸倾向,心理韧性增强了情绪调节自我效能感对复吸倾向的影响。     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

The effect of state core self-evaluations on task performance,organizational citizenship behaviour,and counterproductive work behaviour

Although the personality–performance relationship has been studied extensively, most studies focused on the relationship between between-person differences in the Big Five personality dimensions and between-person differences in job performance. The current paper extends this research in two ways. First, we build on core self-evaluations (CSEs): an alternative, broad personality dimension that has proven to be a good predictor of job performance. Second, we tested concurrent and lagged within-person relationships between CSEs and task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). To this end, we conducted two experience sampling studies; the first one assessing the relationship between state CSEs and levels of momentary task performance and OCB, and a second study in which employees reported on their level of state CSEs and momentary CWB. Results showed that there is substantial within-person variability in CSEs and that these within-person fluctuations relate to within-person variation in task performance, OCB, and CWB towards the organization, and CWB towards the individual. Moreover, CSEs prospectively predicted within-person differences in task performance and CWB towards the organization, whereas the reversed effect did not hold. These findings tentatively suggest that state CSEs predict performance, rather than the other way around.     

创业进展与创业努力的多层次关系：创业自我效能的中介与调节定向的调节作用

基于动机性自我调节框架,通过两项独立研究,探讨前期创业努力对随后创业进展的影响及其内在机理——创业自我效能的中介与调节定向的调节作用。对115名新创业者进行为期6个月(研究1)和对70名新创业者进行为期15个月的追踪调查(研究2),分别构建多层次跨期中介效应检验模型和多层线性回归模型进行数据分析。结果发现:(1)创业自我效能在前期创业进展对随后创业努力的影响中起中介角色;(2)从总体上看(即不考虑调节定向作用时),前期创业进展通过正向影响创业自我效能,负向影响随后创业努力;(3)促进定向水平越高,创业自我效能对随后创业努力产生越强的负向影响,从而前期创业进展与随后创业努力的间接负相关关系越强;(4)预防定向水平越高,创业自我效能对随后创业努力产生越弱的负向影响,从而前期创业进展与随后创业努力的间接负相关关系越弱。这一结果弥合了过往创业自我调节过程研究的混淆结论,拓展了创业情境下的动机性自我调节框架与调节定向观研究,对于揭示创业过程的动态性、复杂性具有积极作用。     

坏心情与工作行为：中庸思维跨层次的调节作用

本研究探讨工作中坏心情与3种工作行为(组织公民行为、反生产行为和任务绩效行为)在个体内水平的关系, 以及中庸思维在二者间跨层次的调节作用。采用经验抽样方法, 通过对72名员工历时两周的追踪调查, 获取被试每日心情状态和每日工作行为的数据。HLM 6.02分析表明：(1)每日坏心情显著地负向影响每日的组织公民行为和任务绩效行为, 而对反生产行为无显著影响; (2)中庸思维在“心情-行为”的联系间发挥调节作用, 高中庸思维者的坏心情对组织公民行为的负向影响较弱, 低中庸思维者的坏心情对组织公民行为的负向影响较强; 高中庸思维者的坏心情对任务绩效行为产生正向影响, 低中庸思维者的坏心情对任务绩效行为产生负向影响。     

On the positive and negative effects of self-efficacy on performance: Reward as a moderator

We address the controversy regarding the sign of the effect of self-efficacy on performance. We propose that when reward is high, self-efficacy has a positive effect on performance, whereas when reward is low, it has a negative effect. This hypothesis was tested in three experiments (with sample sizes of 76, 99, and 111) in which reward and self-efficacy were manipulated and performance was measured using different manipulations and tasks in both within-factor and between-factor designs. The results supported the hypothesis that reward moderates the effect of self-efficacy on performance. When reward was high, the effect of self-efficacy on performance was positive, whereas when reward was low, the effect of self-efficacy on performance was negative.     

创新自我效能感对创新行为的影响:多重中介效应分析

采用创新自我效能感量表、内部动机量表、外部动机量表和创新行为量表,对北京和天津地区的144名科技创新者进行问卷调查,检验了科技创新者的创新自我效能感、内部动机、外部动机与创新行为之间的关系。研究结果发现创新自我效能感、内部动机、外部动机和创新行为之间均存在显著正相关;创新自我效能感、内部动机和外部动机均可正向预测创新行为;外部动机和内部动机在创新自我效能感和创新行为之间起多重中介作用。研究结果初步揭示了科技创新领域中创新动机、自我效能感和创新行为之间的动态关系。     

大学生外语焦虑、自我效能感与外语成绩关系的研究

以315名大学生为研究对象,采用t检验、相关分析、方差分析和回归分析技术探讨了不同成绩水平、不同性别、不同专业学生的外语焦虑、自我效能感和外语成绩的差异及三者之间的关系。结果表明:(1)外语成绩及格组学生的外语焦虑水平显著低于不及格组学生,自我效能感显著高于不及格组学生;女大学生的外语成绩、自我效能感及能力因子和挫折因子上的自我效能感显著高于男大学生,男女大学生的外语焦虑水平无显著性差异;文科大学生的外语焦虑水平和外语成绩显著高于理科大学生,文、理科学生的自我效能感无显著性差异;(2)外语焦虑与外语成绩呈显著负相关,与自我效能感呈显著负相关,自我效能感与外语成绩呈显著正相关,性别、专业、外语焦虑、自我效能感、效能感的能力和挫折两个因子是外语成绩的显著预测变量。     

Longitudinal associations between athletes' controlled motivation,ill-being,and perceptions of controlling coach behaviors: A Bayesian latent growth curve approach

Although many scholars have argued that leadership is a dynamic process jointly produced by leaders and followers, leadership in sports is most often researched as a unidirectional process from coaches to athletes. Within self-determination theory (SDT), individual characteristics are suggested to influence how people perceive external events such as coaches' behaviors. In the present study, we examined this jointly produced leadership process by investigating longitudinal associations between athletes' controlled motivation, ill-being, and perceptions of coaches' controlling behaviors at the between- and within-person levels. The participants were 247 young elite skiers enrolled at Swedish sport high schools who responded to self-report questionnaires at three time points over the course of an athletic season. At the between-person level, increases in perceptions of coaches' controlling behaviors over the season positively predicted controlled motivation at the end of the season, and controlled motivation at the beginning of the season positively predicted ill-being at the end of the season. At the within-person level, athletes' controlled motivation positively predicted perceptions of coaches' controlling behaviors. The results at the between-person level support the unidirectional perspective and the tenets of SDT. The results at the within-person level suggest that individual characteristics such as motivation can influence how athletes perceive external events, which has been proposed theoretically but seldom examined empirically. Three plausible explanations for this reversed association are presented in the discussion.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.