Bandura A, Wood R
Department of Psychology, Stanford University, California 94305.
J Pers Soc Psychol. 1989 May;56(5):805-14. doi: 10.1037//0022-3514.56.5.805.
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.
对绩效标准的可感知可控性和严格性会影响管理模拟组织绩效达成的自我调节机制。在认为组织不易控制的认知设定下管理模拟组织的被试，即使标准很容易达到，其自我效能感也较低，并降低了他们的组织目标。在认为组织可控的认知设定下运作的被试保持了强烈的自我效能感，设定了越来越具挑战性的目标，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，受先前成就影响的自我效能感通过其对分析策略的影响，进而影响后续的组织绩效。经过进一步的经验积累，绩效系统由被试对效能的自我概念进行更广泛、更复杂的调节。自我效能感通过其对个人目标挑战的影响，直接和间接地影响后续的组织成就。反过来，个人目标通过分析策略的中介作用直接增强组织成就，并通过分析策略的中介作用间接增强组织成就。
