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Full-Text Articles in Arts and Humanities
Influence Of Perceived Self-Efficacy On Treatment Outcomes For Aphasia, Allison B. Dunn
Influence Of Perceived Self-Efficacy On Treatment Outcomes For Aphasia, Allison B. Dunn
USF Tampa Graduate Theses and Dissertations
Perceived self-efficacy has been shown to be an accurate predictor of one's performance capabilities (Zimmerman, 2000). Low levels of perceived self-efficacy have been found to correlate with negative performance outcomes; while high levels of perceived self-efficacy correlate with positive performance outcomes. This construct has also been found to influence an individual's motivation level, goal setting ability, and risk for depression (Resnick, 2002; Phillips & Gully, 1997; Blazer, 2002). Therefore, perceived levels of self-efficacy may predict and influence performance of individuals with aphasia during a treatment program. However, the influence of self-efficacy on treatment for aphasia has not been sufficiently studied. …
Self-Determination Theory And Locus Of Control As Antecedents Of Voluntary Workplace Behaviors, Kimberly E. O'Brien
Self-Determination Theory And Locus Of Control As Antecedents Of Voluntary Workplace Behaviors, Kimberly E. O'Brien
USF Tampa Graduate Theses and Dissertations
Antecedents of organizational citizenship behaviors and counterproductive work behaviors have been studied in depth, focusing on both individual differences and environmental variables. However, motivation has been largely overlooked as a contributor to these voluntary behaviors. Self-Determination Theory, a motivational framework, posits that environmental support in the form of fulfilled basic psychological needs leads to activities geared towards growth and development, whereas a lack of environmental supports thwarts these attempts towards self-growth. It is hypothesized that environmental support will account for unique variance above and beyond previously studied antecedents of voluntary workplace behaviors. This was supported using hierarchical regression. It was …
Hypocrisy Induction To Alter Selection Decisions Among Aversive Racists: Analyzing The Role Of External Motivation To Respond Without Prejudice, Andrew Biga
USF Tampa Graduate Theses and Dissertations
The present study will examine the effects of hypocrisy induction on selection decisions for two populations: Aversive Racists and truly non-prejudiced individuals. Aversive Racists are operationally defined as individuals who are low in explicit prejudice and high in implicit prejudice, whereas truly non-prejudiced individuals are defined as being low in both explicit and implicit prejudice. These two groups of people will differ on their ratings of job applicants, so that Aversive Racists will rate Black applicants lower than White applicants (with comparable job credentials) while truly non-prejudiced individuals will rate them similarly. The induction of hypocrisy will serve as a …