scholarly journals A Multilevel Model Examining the Relationships Between Workplace Spirituality, Ethical Climate and Outcomes: A Social Cognitive Theory Perspective

2019 ◽  
Vol 166 (3) ◽  
pp. 611-626 ◽  
Author(s):  
Lilian Otaye-Ebede ◽  
Samah Shaffakat ◽  
Scott Foster
Keyword(s):  
Moral Judgment ◽  
Social Cognitive Theory ◽  
Multilevel Model ◽  
Ethical Climate ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Workplace Spirituality ◽  
Performance Outcomes ◽  
Prosocial Motivation ◽  
The Individual

Abstract The role and influence of workplace spirituality on individual and organisational outcomes continue to draw attention among management scholars. Despite this increased attention, extant literature has yielded limited insights particularly into the impact and influence processes of workplace spirituality on performance outcomes at both the individual and unit levels of analysis. Addressing this gap in research, we proposed and tested a multilevel model, underpinned by social cognitive theory, that examines the processes linking perceptions of workplace spirituality and performance outcomes at the individual and organisational level of analysis. Data were obtained from 51 branches of a retail organisation in the United Kingdom. Results from structural equation modelling analysis revealed three salient findings. First, workplace spirituality was positively related to ethical climate, prosocial motivation, and moral judgment. Second, ethical climate partially mediated the relationship between workplace spirituality and prosocial motivation and moral judgment, respectively. Third, aggregated ethical climate significantly relates to branch-level helping behaviour and service performance.

Smartphone-Induced Digital Distractions

2022 ◽  
pp. 189-203
Author(s):  
Kendall Hartley
Keyword(s):  
Social Cognitive Theory ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Current Role ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
Challenges And Opportunities ◽  
Personal Technology ◽  
The Individual

This chapter investigates smartphone-induced digital distractions through the lens of social cognitive theory and self-regulated learning. Social cognitive theory's reciprocal triarchic conceptualization is matched with the current role of the smartphone in the learning environment. Self-regulated learning is used to frame the challenges and opportunities presented by the smartphone. A final section suggests two opportunities for generating positive educational outcomes in light of social cognitive theory and self-regulated learning. The first is opportunity described as a reclamation of the dominant narrative regarding the educative role of personal technology. The second is the development of the individual learning scientist.

Social-Cognitive Theory of Personality Assessment

2001 ◽  
Vol 5 (1) ◽  
pp. 33-51 ◽  
Author(s):  
Daniel Cervone ◽  
William G. Shadel ◽  
Simon Jencius
Keyword(s):  
Social Cognitive Theory ◽  
Personality Assessment ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Scientific Explanation ◽  
Personality Structure ◽  
Alternative Theory ◽  
Cognitive Principles ◽  
The Individual ◽  
Determinants Of Action

This article presents a social-cognitive theory of personality assessment. We articulate the implications of social-cognitive theories of personality for the question of what constitutes an assessment of personality structure and behavioral dispositions. The theory consists of 5 social-cognitive principles of assessment. Personality assessments should (a) distinguish the task of assessing internal personality structures and dynamics from that of assessing overt behavioral tendencies, (b) attend to personality systems that function as personal determinants of action, (c) treat measures of separate psychological and physiological systems as conceptually distinct, (d) employ assessments that are sensitive to the unique qualities of the individual, and (e) assess persons in context. These principles are illustrated through a review of recent research. Social-cognitive theory is distinguished from an alternative theory of personality structure and assessment, 5-factor theory, by articulating the strategies of scientific explanation, conceptions of personality structure and dispositions, and the assessment practices that differentiate the approaches.

Vain or able? Strong inference and the efficacy debate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shelby John Solomon ◽  
John Harrison Batcherlor
Keyword(s):  
Control Theory ◽  
Social Cognitive Theory ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Performance Outcomes ◽  
Team Leaders ◽  
Past Performance ◽  
Content Type ◽  
Future Performance ◽  
Level Performance

Purpose This study aims to address the efficacy debate by exploring the nature of how prior team level performance affects future performance. That is, the purpose of this study is to understand whether or not the boost of efficacy associated with success leads to overconfidence that harms performance or to motivation that enhances performance. Design/methodology/approach This study used a quantitative approach to test competing hypotheses derived from both social cognitive theory and control theory. Specifically, the study made use of archival National Football League data, containing 5,120 longitudinal team level observations. This paper uses multi-level modeling to analyze how prior team level performance affected future performance episodes. Findings The findings of this study suggest that prior success leads to overconfidence which ultimately harms future team performance. Therefore, the findings support control theory in favor of the social cognitive theory. However, this study finds that the detrimental effects of overconfidence could be offset by monitoring and work breaks. Research limitations/implications Due to the nature of the archival data source, it was not possible to directly measure efficacy. Thus, efficacy is inferred based on past performance outcomes. Practical implications This study suggests that it is important for managers and team leaders to pay careful attention to their team after successful performances. Specifically, team leaders may want to monitor their members or give them a break after successful performance episodes to avoid the negative effects of overconfidence. Originality/value This paper provides a direct test of the efficacy debate at the team level.

Toward a Psychology of Human Agency: Pathways and Reflections

2018 ◽  
Vol 13 (2) ◽  
pp. 130-136 ◽  
Author(s):  
Albert Bandura
Keyword(s):  
Social Change ◽  
Social Cognitive Theory ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Human Agency ◽  
The Core ◽  
Global Problems ◽  
The Individual ◽  
Core Features

Social cognitive theory is founded on an agentic perspective. This article reviews the core features of human agency and the individual, proxy, and collective forms in which it is exercised. Agency operates through a triadic codetermination process of causation. Knowledge from this line of theorizing is widely applied to effect individual and social change, including worldwide applications that address some of the most urgent global problems.

Presenteeism as a global phenomenon: unraveling the psychosocial mechanisms from the perspective of social cognitive theory

2016 ◽  
Vol 23 (2) ◽  
Author(s):  
Cary L Cooper ◽  
Luo Lu
Keyword(s):  
Conceptual Framework ◽  
Social Cognitive Theory ◽  
Design Methodology ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Self Regulation ◽  
National Level ◽  
Performance Outcomes ◽  
Theoretical Development ◽  
Organizational Level

Purpose Presenteeism occurs when people are physically present in the workplace but are functionally absent (Cooper, 1996). With evidence from the developed West, researchers have argued that being excessively present may be even costlier than absenteeism to employers (Burton, Chen, Conti, Schultz, & Edington, 2006; Hemp, 2004). However, research on presenteeism in the East is almost non-existent. With the strong Confucius cultural imperative for hard work, the prevailing pressure for working long hours, compounded with the lack of labor welfare protection at the national level and lack of resources at the organizational level in SMEs, the problem of presenteeism in the developing Asian societies may be exacerbated (c.f., Bockerman & Laukkanen, 2010), making it a worthy subject for cross-cultural research and subsequent intervention. Thus one purpose of this article is to situate this problem in a global context, using the Chinese tradition as a cultural exemplar. Design/methodology/approach Furthermore, most of the existing studies on presenteeism have overlooked the underlying psychological process of such an act: why do people decide to work while sick? Thus, our second goal in this article is to outline a conceptual framework that attempts to explain central, dynamic processes and mechanisms through which people ascribe meanings to the situation, make decisions to come to work when ill, and attempt to achieve performance outcomes. Findings In formulating this scheme, we drew primarily from Bandura’s (1986) social cognitive theory (SCT) and tried to adapt, elaborate, and extend those aspects of the general theory that seemed most relevant to the basic personal experiences of presenteeism. Originality/value We have outlined a social cognitive conceptual framework, to facilitate theory integration in the field of presenteeism research. To systematically examine key mechanisms delineated in the overarching theoretical framework that accounts for the intricate relationships among self-regulation, presenteeism, and performance, we were able to bridge social cognitive psychological processes with organizational research on the global phenomenon of presenteeism. The thrust of using theoretical development to lead empirical investigation in this emerging field may also enable better managerial interventions to promote occupational health and employee development.

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