The Theory of Planned Behavior Quiz

Self-regulation and metacognition are higher level cognitive processes that mediate cognitive and affective functioning to attain goals by allocating time and effort across activities.

According to the goal-setting model, goals affect behavior by directing attention, mobilizing on-task effort, encouraging task persistence, and facilitating development strategies.

The intensity of a goal is influenced by factors such as perceived goal importance and goal commitment.

<p>Goal specificity is operationalized as the extent to which the assignment is made explicit in terms of the target of action.</p> Signup and view all the answers

<p>Work motivation is a dynamic, goal-directed, resource allocation process that unfolds over time, experience, and place.</p> Signup and view all the answers

<p>The integrative review organizes work motivation literature by clusters, highlights major contributions, and identifies future research directions.</p> Signup and view all the answers

<p>The universal needs proposed by the Self-Determination Theory are autonomy, competence, and relatedness.</p> Signup and view all the answers

<p>Offering incentives can reduce intrinsic motivation, especially when they are contingent and tasks are highly interesting (mixed evidence).</p> Signup and view all the answers

<p>The five key features of the Job Characteristics Model are skill variety, task identity, task significance, autonomy, and feedback.</p> Signup and view all the answers

<p>The two interdependent subsystems of motivation are governing goal selection and goal enactment.</p> Signup and view all the answers

<p>The three subjective evaluations in Expectancy Theory are valence, instrumentality, and expectancy.</p> Signup and view all the answers

<p>The most important mediator of job characteristics' effect on work motivation is the meaningfulness of work.</p> Signup and view all the answers

<ol> <li>Adhere to the standard and exert greater task effort, 2. Lower the standard and continue to exert effort, 3. Terminate by withdrawing from the task.</li> </ol> Signup and view all the answers

<p>Difficulties in carrying out higher-order goals shift attention to subgoals which are currently not achieved. When a subgoal is achieved, attention shifts up the goal hierarchy.</p> Signup and view all the answers

<p>Distal goals are cumulative consequences of unspecified sequences of behavior and do not provide guidance for strategy development or opportunities for developing high self-efficacy expectations or self-administered rewards. Proximal goals are discrete performance accomplishments, typically determined by the person making the goal assignment, and offer immediate opportunities for self-reward and evoke more stable perceptions of self-efficacy.</p> Signup and view all the answers

<p>Performance problems in simple tasks can be easily solved by cognitive scripts and routine, whereas problems in complex tasks require greater attentional effort.</p> Signup and view all the answers

<p>The major determinants of goal commitment according to Locke are external factors (perceived legitimacy of the request, trust in the authority figure, peer group influence, and extrinsic rewards) and interactive factors (context of goal setting, participatory procedures, competition, and cultural values).</p> Signup and view all the answers

<p>The two determinants of goal commitment according to the Expectancy Theory Model are expectancy of goal attainment and valence of goal attainment.</p> Signup and view all the answers

<p>The four component processes in self-regulation according to Bandura &amp; Kanfer are self-observation, self-evaluation, self-reactions, and self-efficacy expectations.</p> Signup and view all the answers

<p>The theory of self-regulation proposed by Carver &amp; Schleier states that self-regulation involves a negative feedback loop in which the comparison between one's standard and perceived performance results in cognitive and behavioral output directed toward the reduction of discrepancies between the standard and perceived state.</p> Signup and view all the answers

<p>Examples of resource depleting activities at the workplace include vigilantly monitoring potential problems, suppressing and faking emotions, and acting consistent with procedural fairness rules.</p> Signup and view all the answers

<p>Ways to counteract resource depletion and aid resource recovery include participating in positive social events, having high autonomy, taking respites during the workday, engaging in nonjob mastery experiences, powering off work-related technology, getting high quality sleep, and taking vacations.</p> Signup and view all the answers

<p>Some concerns include the inappropriateness of testing a within-person theory with between-person designs and the need for multilevel longitudinal studies to examine changes in motivational variables due to intra- and interindividual aspects.</p> Signup and view all the answers

<p>Most theories of work motivation accord cognition primacy and view affect and emotions in a supporting role.</p> Signup and view all the answers

<p>Evidence supports the existence of a nonconscious motivation system related to preconscious attentional processes in sensory systems, learning, and performance.</p> Signup and view all the answers

<p>Factors that may influence an individual's access to and possession of resources include social-psychological and material assets that may be influenced by factors beyond the individual's control.</p> Signup and view all the answers

<p>The theory of planned behavior extends VIE theory by taking the interpersonal context in which goals are formed into account. It states that motivation is influenced by control beliefs (expectancy of being able to perform the behavior) and attitudes (valence), and includes subjective norms: perceived social pressure to pursue a course of action. Behavioral intention is determined by perceived control, attitudes, and subjective norms, and can predict many work-related behaviors.</p> Signup and view all the answers

<p>The three interrelated sets of activities involved in self-regulation are self-monitoring (attention individuals give to events, behaviors, and feedback related to the goal), self-evaluation (comparative evaluation of goal state and current state or goal process), and self-reactions (affective and motivational responses toward discrepancies between desired and goal states, which have informal and motivational functions).</p> Signup and view all the answers

<p>According to goal-setting theory (Locke &amp; Latham), performance is highest when goals are specific, difficult, assigned using a “sell” (vs. “tell”) approach, and when coupled with performance feedback and high goal commitment. Goals help to perform because they direct attention to goal-relevant activities, mobilize and sustain effort, and promote the use of task-relevant knowledge.</p> Signup and view all the answers

<p>The action regulation theory integrates goal choice and goal striving, and highlights the importance of plans as they bridge the gap between having a goal and activities toward achieving it. Plans are mental simulations of actions that determine how goals can be achieved and serve as mediators in the goal-setting performance relation. Planning helps in thinking deeper about actions, developing alternative plans, and in unstable situations.</p> Signup and view all the answers