{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/87470"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/87470","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"When Does Self -Efficacy Enhance Performance? Effects of Autonomous Regulation in Culturally Diverse Groups","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.","abstract_html":"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.","abstract_has_math":false,"creators":["Wu, Ju-Chien Cindy"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Human Resources and Industrial Relations","degree_department":null,"school":null,"contributors":["Martocchio, Joseph J."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2015,"date_issued":"2015-09-28T16:03:58Z","date_published":"2015-09-28T16:03:58Z","updated_at":"2026-07-22T22:26:30Z","subjects":["Business Administration, Management"],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(MiAaPQ)AAI3086219"],"render_values":[{"text":"(MiAaPQ)AAI3086219","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/87470","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Martocchio, Joseph J."]},{"key":"dc:creator","label":"Author","values":["Wu, Ju-Chien Cindy"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2015-09-28T16:03:58Z","10000-01-01","2003"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Human Resources and Industrial Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Business Administration, Management"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/87470","(MiAaPQ)AAI3086219"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["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."]},{"key":"dc:title","label":"Title","values":["When Does Self -Efficacy Enhance Performance? Effects of Autonomous Regulation in Culturally Diverse Groups"]}]}],"canonical_facts":{"dc:contributor":["Martocchio, Joseph J."],"dc:creator":["Wu, Ju-Chien Cindy"],"dc:date":["2015-09-28T16:03:58Z","10000-01-01","2003"],"dc:description":["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."],"dc:identifier":["http://hdl.handle.net/2142/87470","(MiAaPQ)AAI3086219"],"dc:language":["eng"],"dc:subject":["Business Administration, Management"],"dc:title":["When Does Self -Efficacy Enhance Performance? Effects of Autonomous Regulation in Culturally Diverse Groups"],"dc:type":["text"],"thesis:degree_discipline":["Human Resources and Industrial Relations"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:26:30Z"}