Theory of Planned Behaviour Sample Clauses

Theory of Planned Behaviour. The TPB was proposed by Xxxx Xxxxx in order to enhance the Theory of Reasoned Action (TRA) [70], a model for the prediction of behavioural intention (see Figure 1). Through adding the variable of perceived behavioural control the TPB was supposed to improve the predictive power of the TRA. It has emerged as a major framework for understanding, predicting and changing human social behaviour [71]. The theory states that behavioural intention is the immediate antecedent of behaviour, while intention itself is a function of attitude toward behaviour, subjective norm and perceived behavioural control. • Attitude toward behaviour: The degree to which performance of the behaviour is positively or negatively valued. Attitude toward behaviour therefore reflects an individual’s evaluation of self-performance of the behaviour. • Subjective norm: Perceived social pressure to perform or not to perform a certain action. It is determined by the total set of readily accessible normative beliefs • Perceived behavioural control: Belief that a certain behaviour can be performed. Very similar to the concept of self-efficacy [72].
AutoNDA by SimpleDocs
Theory of Planned Behaviour. According to the Theory of Planned Behaviour20 (TPB), a psychological assessment process takes place, when choosing a mode of transport, in which attitudes, values and behaviour standards are relevant. The behaviour is influenced by individual internal and external factors. According to the model21, the intention to use a certain mode of transport is dependent on three attitude-based influencing factors: • subjective evaluation of behaviour (such as attitudes towards the mode of transport) • perceived normative expectations of important other persons (e.g. norms related to car use) • perceived „behavioural control” (perceived difficulty) to perform this behaviour. In the TPB, the subjectively perceived characteristics of the situation and the normative claims of the social situation are regarded as relevant factors, influencing behaviour. The inner psychological evaluation processes gain a significant influence on the actual mobility behaviour, especially in situations, that are not characterized by complete transparency of information and thus require a decision in uncertainty. Moral beliefs and habits are, however, not considered. The applicability of the TPB to the transportation system could be successfully proved in several studies.22 USEmobility will especially consider social behaviour, such as attitudes and the social influence with impact on the mode choice and will try to name the importance of the different influences. Furthermore, adequate measures and recommendations, directly based on those results will be developed.

Related to Theory of Planned Behaviour

  • General Background In accordance with the Amendment provision in Section 11 of the Registrar, Transfer Agency and Paying Agency Agreement between State Street Bank and Trust Company (the "Bank") and Royce Value Trust, Inc. (the "Fund") dated August 21, 1996 (the "Agreement"), the parties desire to amend the Agreement.

  • Protection of Bargaining Unit Work The Employer shall not assign work normally performed by members of this bargaining unit to persons outside the bargaining unit, to the point that it directly results in the termination, layoff or reduction in normal hours of any bargaining unit member The Employer shall not enter into any agreement that restricts or purports to restrict in any way the employment of and assignment of work to Nurses covered by this Collective Agreement without prior consultation and discussion with the Union’s Labour Relations Officer for the life of this Agreement. In the event of a fundamental change in the work normally performed by members of the bargaining unit, it is agreed that the parties shall meet to discuss these changes.

  • Criminal Background Investigations For investigative Vendor Staff, Citizens will accept a copy of a current Class C Private Investigator license as proof that a criminal background check has been conducted for that investigator. For all other Vendor Staff, Vendor must provide Citizens with a copy of a criminal background check performed on such Vendor Staff dated within thirty (30) days of submission of the Vendor Staff to Citizens for qualification and credentialing review. Vendor shall use Exhibit D, Applicant Background Review Guide to as a guideline to determine eligibility of Vendor Staff to perform Services. The criminal background check must be updated every two (2) years thereafter. All background checks will be at Vendor’s expense and, unless otherwise approved in writing by Citizens’ Contract Manager, shall include but not be limited to: (a) state and federal felony convictions or pending adjudications; (b) state and federal misdemeanor convictions or pending adjudications; (c) any crimes in violation of the Violent Crime Control and Law Enforcement Act of 1995 or pending adjudications; and, (d) a seven (7) year minimum timeframe, extending as close as practicable to the date of Assignment to perform Services. Vendor will advise Citizens’ Contract Manager or designee if it knows of any Vendor Staff that has a criminal conviction (misdemeanor or felony), regardless of adjudication (adjudication withheld, a plea of guilty or nolo contendere, or a guilty verdict), within the last ten (10) years in any jurisdiction. Vendor shall not allow that individual to act as a Vendor Staff until Vendor determines whether that individual should be allowed to do so considering (a) the nature and gravity of the offense; (b) the amount of time that lapsed since the offense;

  • Seat Belt Use The Recipient agrees to implement Executive Order No. 13043, “Increasing Seat Belt Use in the United States,” April 16, 1997, 23 U.S.C. § 402 note, (62 Fed. Reg. 19217), by:

  • Criminal Background Check The Academy shall comply with all sections 1230a of the Code and all applicable law concerning criminal background checks. In the event the Academy contracts with an ESP, the ESP shall comply with this section as if it were the Academy and certify such compliance to the Academy and the University President.

  • Criminal Background Checks Provider and College reserve the right to conduct criminal background checks on Resident to determine Resident’s suitability to live in Residence Facility, and Resident consents and agrees that Provider and College has permission to conduct criminal background checks on Resident.

  • General and Criminal Background Checks 5.2.13.1. PSP hereby represents and warrants, and by execution of an Assignment thereby represents and warrants, that neither PSP nor any of PSP’s employees have been convicted of a felony criminal offense, or of a crime involving moral turpitude, or that, if such a conviction has occurred, PSP has fully advised TFC in writing as to the facts and circumstances surrounding the conviction(s).

  • Files Management and Record Retention relating to Grantee and Administration of this Agreement a. The Grantee shall maintain books, records, and documents in accordance with generally accepted accounting procedures and practices which sufficiently and properly reflect all expenditures of funds provided by Florida Housing under this Agreement.

  • State of California Public Liability and Workers’ Compensation Program A. The Judicial Council has elected to be self-insured for its motor vehicle, aircraft liability and general liability exposures.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

Time is Money Join Law Insider Premium to draft better contracts faster.