When does mastery goal orientation lead to performance? The mediating effect of job self efficacy and the moderating effect of pro-sharing norms.

Research output: Conference Papers (RGC: 31A, 31B, 32, 33)32_Refereed conference paper (no ISBN/ISSN)peer-review

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Detail(s)

Original languageEnglish
Publication statusPublished - 18 Jun 2014

Conference

Title6th International Association for Chinese Management Research (IACMR) Conference / Proceedings.
PlaceChina
CityBeijing
Period18 - 22 June 2014

Abstract

Based on the Social Cognitive Theory and the self regulation approach, this study examined the mediating role of job self-efficacy in the relationship between mastery goal orientation (MGO), differentiated into approach and avoidance,and individual employees’ job performance. Also, we proposed that organizational pro-sharing norms would moderate the relationship between MGO and self-efficacy. A survey was conducted among 273 employees from 52 organizations in China. Results show that approach MGO is positively and avoidance MGO negatively related to job performance through job self-efficacy. Moreover, the positive relationship between approach MGO job self-efficacy is only significant when the organizational level of pro-sharing norms is low. And the negative relationship between avoidance MGO and job self-efficacy is buffered when pro-sharing norms is high. Theoretical and managerial implications of these findings are discussed.

Citation Format(s)

When does mastery goal orientation lead to performance? The mediating effect of job self efficacy and the moderating effect of pro-sharing norms. / LU, L.; SUE-CHAN, C.; Li, F.

2014. Paper presented at 6th International Association for Chinese Management Research (IACMR) Conference / Proceedings., Beijing, China.

Research output: Conference Papers (RGC: 31A, 31B, 32, 33)32_Refereed conference paper (no ISBN/ISSN)peer-review