EFFECT OF PERCEIVED CONTROLLABILITY AND PERFORMANCE STANDARDS ON SELF-REGULATION OF COMPLEX DECISION-MAKING
EFFECT OF PERCEIVED CONTROLLABILITY AND PERFORMANCE STANDARDS ON SELF-REGULATION OF COMPLEX DECISION-MAKING
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DOI：
10.1037/0022-3514.56.5.805
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发表时间：
1989-05-01
影响因子：
7.6
通讯作者：
WOOD, R
中科院分区：
文献类型：
--
作者：
BANDURA, A;WOOD, R
检验了这样一个假设，即感知到的绩效标准的可控性和严格性将影响管理模拟组织绩效成就的自我调节机制。在组织不易控制的认知集合下管理模拟组织的学生，即使在标准容易达到的情况下，也表现出较低的自我效能感，降低了组织目标。在组织是可控的认知集合下运作的学生保持着强烈的自我效能感，设定了越来越具有挑战性的目标，并表现出有效的分析思维。这些自我调节因素的不同变化伴随着组织成就的巨大差异。路径分析表明，自我效能感受先前成就的影响，通过其对分析策略的影响来影响后续组织绩效。随着经验的发展，学生的效能自我概念对绩效系统的调节更加广泛和复杂。自我效能感通过对个人目标挑战的影响，直接或间接地影响随后的组织成就。个人目标反过来直接或通过分析策略的中介来提高组织成就。
Tested the hypothesis that perceived controllability and stringency of performance standards would affect self-regulatory mechanisms governing performance attainments of a simulated organization. Ss who managed the simulated organization under a cognitive set that organizations are not easily controllable displayed low perceived self-efficacy, even when standards were within easy reach, and lowered their organizational goals. Ss who operated under a cognitive set that organizations are controllable maintained a strong sense of self-efficacy, set increasingly challenging goals, and exhibited effective analytic thinking. The divergent changes in these self-regulatory factors were accompanied by large differences in organizational attainments. Path analyses revealed that perceived self-efficacy, which was affected by prior accomplishments, influenced subsequent organizational performance through its effects on analytic strategies. After further experience, the performance system was regulated more extensively and intricately by Ss' self-conceptions of efficacy. Perceived self-efficacy affected subsequent organizational attainments both directly and indirectly through its influence on personal goal challenges. Personal goals, in turn, enhanced organizational attainments directly and through mediation of analytic strategies.