Wood R, Bandura A
University of New South Wales, Kensington, Australia.
J Pers Soc Psychol. 1989 Mar;56(3):407-15. doi: 10.1037//0022-3514.56.3.407.
Tested the hypothesis that induced conceptions of ability as a stable entity or as an acquirable skill would affect self-regulatory mechanisms governing performance in a simulated organization. Ss served as managerial decision makers in which they had to match employees to subfunctions and to discover and apply managerial rules to achieve a difficult level of organizational performance. Those who performed the challenging managerial task under an entity conception of ability suffered a loss in perceived self-efficacy, lowered their organizational goals, and became less efficient in their analytic strategies. Ss who managed the organization under an acquirable skill conception of ability sustained their perceived self-efficacy, set challenging organizational goals, and used analytic strategies effectively. These divergences in self-regulatory factors were accompanied by substantial differences in organizational performance. Path analysis revealed that perceived self-efficacy had both a direct effect on organizational performance and an indirect effect through its influence on analytic strategies. Personal goals also affected organizational performance through the mediation of analytic strategies. The relation of prior organizational performance to subsequent performance was mediated entirely by the combined influence of the self-regulatory factors.
将能力概念诱导为稳定实体或可习得技能会影响在模拟组织中管理绩效的自我调节机制。研究对象作为管理决策者，必须将员工与子职能相匹配，并发现和应用管理规则以实现较高水平的组织绩效。那些在能力实体概念下执行具有挑战性管理任务的人，其自我效能感下降，降低了组织目标，并且在分析策略上效率降低。那些在能力可习得技能概念下管理组织的研究对象保持了他们的自我效能感，设定了具有挑战性的组织目标，并有效地运用了分析策略。自我调节因素的这些差异伴随着组织绩效的显著差异。路径分析表明，自我效能感对组织绩效既有直接影响，也通过其对分析策略的影响产生间接影响。个人目标也通过分析策略的中介作用影响组织绩效。先前组织绩效与后续绩效之间的关系完全由自我调节因素的综合影响所介导。
