"How did I do?" versus "how did we do?" Cultural contrasts of performance feedback use and self efficacy
"How did I do?" versus "how did we do?" Cultural contrasts of performance feedback use and self efficacy
复制标题
DOI：
10.1177/0022022199030005003
复制
发表时间：
1999-09-01
影响因子：
3
通讯作者：
Chen, CC
中科院分区：
文献类型：
--
作者：
Earley, PC;Gibson, CB;Chen, CC
研究表明，关于一个人先前表现的反馈是自我效能和随后工作活动的重要决定因素。此外，最近的几个文化模型表明，人们在评估自我概念时会使用环境的不同方面。在本文中，作者探讨Triandis的抽样概率假设的文化影响，通过检查个人的文化价值观和绩效反馈的关系，个人的自我效能。本研究采用实验室实验来检验自我效能和反馈指涉（自我与群体）与个人主义-集体主义关系的本质。结果表明，根据所持有的文化价值观，参与者依赖于不同的组合的个人和群体为基础的反馈。结果进行了讨论方面的一般模型的自我效能感和文化的组织环境。
Research shows that feedback concerning a person's prior performance is an important determinant of self-efficacy and subsequent work activity. In addition, several recent cultural models posit that people use different aspects of their environment in assessing their self-concepts. In this article, the authors explore Triandis's sampling-probability hypothesis of cultural influence by examining the relationship of an individual's cultural values and performance feedback referents to an individual's self-efficacy. A laboratory experiment is used to test hypotheses concerning the nature of self-efficacy and feedback referent (self vs. group) in relation to individualism-collectivism. The results show that, depending on cultural values held, participants relied on different combinations of individual- and group-based feedback. The results are discussed with regard to a general model of self-efficacy and culture in an organizational environment.