Understanding Self-Efficacy and Social Comparison Theory

What is the main focus of the theoretical framework discussed in the text?

In the context of group performance, what determines the potential performance of a group?

What does coordination loss refer to when considering group processes?

How does group context influence group performance?

What is one negative consequence of individual goals not aligning with overall group goals?

How is actual group performance calculated in relation to potential performance?

What does motivation loss refer to in the context of group processes?

Which dimension determines whether a group may perform well according to the text?

What are affective outcomes related to in the context of group performance?

When does the social facilitation effect occur?

Based on the distraction conflict theory, what leads to social facilitation and inhibition?

What does self-efficacy theory differentiate between?

In self-efficacy theory, what does efficacy expectancy reflect?

What did Cottrel et al. find regarding the social facilitation effect?

How does the distraction conflict theory explain social facilitation and inhibition?

What is one of the main implications of high self-efficacy according to Sanna?

'Trying to divide attention leads to facilitation of simple responses and impairment of ________.'

'Self-efficacy theory distinguishes between efficacy expectancy, which reflects belief in one's capability, and ________ expectancy.'

What is the Köhler effect?

In a disjunctive task, why might members with low ability believe their contribution is not needed?

What does the social compensation phenomenon involve?

Which factor in the expectancy-value theory refers to the belief that effort will result in performance?

When is the sucker effect likely to occur?

What happens in a conjunctive task according to the text?

'Value' in the expectancy-value theory refers to:

What is the relationship between low self-efficacy and performance decrements?

According to social comparison theory, why do people prefer comparing their performance with similar others?

What type of social comparisons are individuals motivated to perform according to the social comparison theory?

What does the Ringelmann effect represent?

When do motivation losses occur in a group according to the text?

What is coordination loss in the context of group performance?

What does social loafing refer to?

'Social loafing' most likely occurs when:

'Upward social comparisons' involve comparing oneself with others who are:

What can eliminate social loafing according to the text?

In what scenario do participants who could be evaluated perform worse on a difficult task?

Which theory predicts that people will work hard and perform well when expecting favorable outcomes such as praise?

What type of motivation loss occurs when group members perceive their contribution as dispensable?

In self-efficacy theory, what leads to performance decrements according to the text?

What does the self-efficacy theory predict regarding individual willingness to work hard?

When can social loafing be attenuated or eliminated?

Which theory focuses on how groups can recognize expert members and their influence on group decisions?

According to the transactive memory approach, how does shared knowledge in a group enhance task performance?

What is the primary focus of the distributive knowledge approach?

Why do groups often struggle to identify experts, according to the text?

Which theory explains the group expertise processes in the context of recognizing expert members?

In what conditions does the integration of everyone's information become better, as per the distributive knowledge approach?

How do groups improve at identifying experts, based on the text?

What leads to higher-quality decisions in a group, according to the text?

What is the main difference between disjunctive and conjunctive tasks in a group setting?

Which theory suggests that motivation is a result of the multiplicative function of expectancy, instrumentality, and value?

When does the 'Sucker effect' occur in a group?

What is the Köhler effect based on?

What does the expectancy factor in the Expectancy-Value Theory refer to?

'Social compensation' occurs when individuals:

'Coordination loss' in group processes refers to:

'Value' in the Expectancy-Value Theory is related to:

What is the main contribution of the study by Lam, Van der Vegt, Walter, & Huang mentioned in the text?

How does the study by Lam, Van der Vegt, Walter, & Huang challenge existing perspectives on group influence dynamics?

What distinguishes recent research on interpersonal harming from earlier research, according to the text?

In what way does the study by Lam, Van der Vegt, Walter, & Huang use social comparison theory?

What is a significant aspect of the study by Lam, Van der Vegt, Walter, & Huang regarding interpersonal harming?

What does the study suggest about the relationship between intragroup influence and harmful behavior?

'Harming high performers' mentioned in the text refers to:

'Interpersonal comparison processes' as discussed in the text primarily relate to:

What combination of social comparison strategies leads to positive effects?

Which combination of social comparison strategies is expected to result in interpersonal harming?

What team-level construct reflects members' shared belief that their individual goals are positively interdependent?

Which type of comparisons are likely triggered by highly cooperative team goals according to the text?

Why is it mentioned that harming a target that is superior to oneself may decrease their performance?

'Cooperative goals' as a moderator in social comparison is intended to lead to what type of comparisons?

'Interpersonal harming' mentioned in the text primarily refers to:

'Identity threat' in the context of social comparison refers to:

What is the primary difference between a disjunctive and conjunctive task in a group setting?

What drives the reduction of effort to prevent being exploited by free-riding group members?

Which theory proposes that motivation is influenced by expectancy, instrumentality, and value factors?

When does the Köhler effect occur within a group?

What does the term 'social compensation' refer to in a group setting?

'Instrumentality' in the Expectancy-Value Theory refers to:

'Expectancy' factor in the Expectancy-Value Theory is closely related to:

'Value' in the Expectancy-Value Theory refers to:

What additional steps are involved in group motivation, beyond the three factors of expectancy, instrumentality, and value?

What does the expectancy-value account assume about people's motivation?

In recent research on group expertise, what were the key themes that emerged?

What is the focus of the paper by Bunderson: Recognizing and utilizing expertise in work groups: A status characteristics perspective?

What does the study mentioned in the text examine regarding the cues group members rely on?

Why is identifying and utilizing members' expertise in a group considered a non-trivial process?

What is one significant aspect that recent research on group expertise focused on?

What critical issue do work groups face due to the heterogeneity of distributed knowledge and expertise?

What is the main focus of the hypothesis mentioned in the text?

When does the relationship between upwards comparison and interpersonal harming become negative?

What did the study find in relation to team performance and interpersonally harmful behavior?

What theoretical implications did the study reveal according to the text?

How much of the variance in interpersonal harming behavior was attributed to members' dyadic relations?

What is one unique result mentioned in the text regarding the relationship between upwards comparison and interpersonal harming?

How does the text suggest future performance similarity influences harming behavior?

In what type of teams did the relationship between upwards comparison and harming become negative?

What aspect of team dynamics significantly impacts the relationship between social comparison and interpersonal harming?

What conclusion can be drawn about members' dyadic relations from the study results?

What are the two extra steps involved in group motivation, beyond the three factors of expectancy, instrumentality, and value?

According to Bunderson's perspective, why is it challenging for work groups to identify their experts?

What are the two key themes that emerged in recent research on group expertise?

What is the primary focus of the study examining cues group members rely on to identify their experts?

What is the main concept associated with the expectancy-value account in motivation?

Why is identifying and utilizing members' expertise considered a non-trivial process?

What is the impact of recognizing and utilizing expert members in work groups?

What does the Expectancy-Value Theory assume about individuals' motivation?

What is the relationship between effort and performance according to the Expectancy-Value Theory?

What is the essence of the relationship between group performance and individual motivation in the Expectancy-Value Theory?

What is the main purpose of the study by Lam, Van der Vegt, Walter, & Huang?

How does recent research on interpersonal harming differ from earlier studies?

What are the two contributions of the study by Lam, Van der Vegt, Walter, & Huang?

What is the boundary condition outlined by the study regarding the role of social comparison processes in interpersonal harming?

According to the study, what role does social comparison theory play in understanding workplace phenomena?

What is the primary behavior involved in interpersonal harming as defined in the text?

What does the study aim to investigate regarding interpersonal harming in work teams?

In the study, what is the role of intragroup influence in expert recognition?

What is the significance of examining interpersonal harming as a dyadic phenomenon according to recent research?

How does the study contribute to understanding interpersonal harming in work teams?