Self-efficacy does not appear to mediate training’s effect on performance based on the moderation-of-process design

IF 2.9 4区 心理学 Q2 PSYCHOLOGY, APPLIED Human Performance Pub Date : 2018-08-08 DOI:10.1080/08959285.2018.1509343
Leah R. Halper, J. Vancouver, Kyle A. Bayes
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引用次数: 51

Abstract

ABSTRACT Researchers in the area of training and motivation have concluded that training causes improvements in performance partially via training’s influence on self-efficacy. A set of studies employing a moderation-of-process design contradicts this conclusion. Specifically, when two groups of trainees did not know their performance was increasing during training, their self-efficacy did not increase. Two other groups were able to observe improving performance, which enhanced self-efficacy. However, both groups in both studies exhibited equal improvement in performance. This effect was shown in two contexts: training on a physical task and training on a cognitive task. These results demonstrate that self-efficacy might not always play a causal role in determining training’s influence. The studies highlight the value of a rarely used moderation-of-process method for assessing mediation.
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基于过程调节性设计,自我效能感似乎没有中介训练对绩效的影响
训练和动机领域的研究人员得出结论,训练在一定程度上通过训练对自我效能的影响来提高成绩。一组采用适度工艺设计的研究与这一结论相矛盾。具体来说,当两组受训者不知道自己在训练中的表现在提高时,他们的自我效能感并没有提高。另外两组能够观察到成绩的改善,这增强了自我效能。然而,在两项研究中,两组的表现都有同样的改善。这种效果表现在两种情况下:身体任务训练和认知任务训练。这些结果表明,自我效能感可能并不总是在决定训练影响方面发挥因果作用。这些研究强调了一种很少使用的过程适度方法在评估调解方面的价值。
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来源期刊
Human Performance
Human Performance PSYCHOLOGY, APPLIED-
CiteScore
4.30
自引率
0.00%
发文量
16
期刊介绍: Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.
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