Erratum to: From Positive Orientation to Job Performance: The Role of Work Engagement and Self-efficacy Beliefs

Purpose The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between personal resources (self-efficacy and Big Five model) and job performance (task and contextual) rated by supervisor. Design/methodology/approach A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos-17 was used to obtain model fit with path significance of work engagement as mediator between personal resources and job performance. Findings The results found support for the proposed conceptual claim and confirm that work engagement with the two-factor model (vigor and dedication) mediates the relationship between personal resources (self-efficacy and Big five model) and with multidimensional construct of job performance (task and contextual performance) rated by the supervisor. Originality/value Past researches have never tested the two-factor model of work engagement (vigor and dedication) as mediating variable between personal resources (self-efficacy and big five model) and job performance rated by the supervisor.

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A Model Linking Organisation Factor, Work Engagement, And Self-Efficacy To Job Performance

10.15405/epsbs.2020.10.82 ◽

2020 ◽

Author(s):

Hemalatha Somu

Keyword(s):

Job Performance ◽

Work Engagement ◽

Self Efficacy

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The Effects of Self Efficacy of National Science and Technology R&D Researchers on Job Performance and Turnover Intention : The Mediating Effects of Work Engagement

Korean Human Resource Development Strategy Institute ◽

10.21329/khrd.2018.13.1.73 ◽

2018 ◽

Vol 13 (1) ◽

pp. 73-99

Author(s):

SangHoon Park ◽

◽

Woocheol Kim ◽

Keyword(s):

Job Performance ◽

Work Engagement ◽

Turnover Intention ◽

Self Efficacy ◽

Science And Technology ◽

Mediating Effects ◽

National Science

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Motivation, self-efficacy beliefs, and speaking anxiety in language MOOCs

ReCALL ◽

10.1017/s0958344021000033 ◽

2021 ◽

Vol 33 (2) ◽

pp. 143-160

Author(s):

Zsuzsanna Bárkányi

Keyword(s):

Foreign Language ◽

Self Efficacy ◽

Mixed Methods Research ◽

Qualitative Data ◽

Course Completion ◽

Efficacy Beliefs ◽

Speaking Anxiety ◽

Research Questions ◽

Anxiety Levels

AbstractThis paper examines the role of motivation, anxiety, and self-efficacy beliefs and their interplay with regard to speaking on beginners’ Spanish LMOOCs. It answers three research questions: (1) what are learners’ motivations and goals for joining these LMOOCs and how do these relate to foreign language speaking anxiety; (2) how do learners’ self-efficacy beliefs and anxiety levels change as a result of course completion; and (3) is there a correlation between motivation, foreign language speaking anxiety, and self-efficacy beliefs in this context? A mixed-methods research design used quantitative and qualitative data gathered from self-reflective questionnaires and forum discussions. The results reveal that learners with intrinsic motivation are more likely to complete the courses than those who sign up to manage a personal situation or advance in their career or studies. No direct correlation was, however, found between motivation and the other variables under scrutiny. Learners present higher self-efficacy beliefs at the end of the courses than at the beginning, while anxiety levels are affected to a much smaller degree by course completion. Although spoken interactions in this learning environment are not synchronous, apprehension and anxiety prevent many learners from fully participating in the speaking activities.

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Mathematics Achievement: The Role of Homework and Self-Efficacy Beliefs

Journal of Advanced Academics ◽

10.1177/1932202x1102200206 ◽

2011 ◽

Vol 22 (2) ◽

pp. 310-339 ◽

Cited By ~ 57

Author(s):

Anastasia Kitsantas ◽

Jehanzeb Cheema ◽

Herbert W. Ware

Keyword(s):

Mathematics Achievement ◽

Self Efficacy ◽

Efficacy Beliefs

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Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

Journal of Economic and Administrative Sciences ◽

10.1108/jeas-02-2021-0020 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Ana Junça Silva ◽

Cannanda Lopes

Keyword(s):

Job Performance ◽

Occupational Stress ◽

Work Engagement ◽

Organizational Support ◽

Perceived Organizational Support ◽

Mediating Effect ◽

Future Research ◽

Cross Sectional ◽

Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

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The Relationships between Employee Occupational Self-efficacy, Structural Empowerment, and Work Engagement

Psichologija ◽

10.15388/psichol.2019.3 ◽

2019 ◽

Vol 59 ◽

pp. 37-52 ◽

Cited By ~ 1

Author(s):

Irena Žukauskaitė ◽

Dalia Bagdžiūnienė ◽

Rita Rekašiūtė Balsienė

Keyword(s):

Work Engagement ◽

Self Efficacy ◽

Professional Growth ◽

Organizational Structures ◽

Information Support ◽

Short Version ◽

Structural Empowerment ◽

Personal Belief ◽

Formal Power

Nowadays the competitive advantage of any organization mainly relies not only on technologies or material resources but also on competitive, energetic, engaged employees, who are willing to share their knowledge, skills, and experience. Organizations must not only recruit talents but also inspire them and create the conditions in which they reveal themselves and have the prospect for professional growth. According to Bandura (1982), the personal belief of how well one can execute courses of action required to deal with prospective situations may become crucial for work success. The present study integrates Bandura’s (1982; 1989) Social Cognitive, Kanter’s (1977; 1979) Structural Empowerment, and Schaufeli and Bakker’s(2004) Work Engagement theories and is aimed (1) to analyze the relationships between employee occupational self-efficacy, structural empowerment, and work engagement and (2) to determine the role of occupational self-efficacy in the relationships between the elements of structural empowerment and work engagement. A total of 1636 specialist level employees from one Lithuanian public sector organization were surveyed online. Ninety four percent of the respondents were female, six percent were male. The average age of the respondents was 45.71 (SD = 10.34) years, with the average of 8.29 (SD = 7.23) years of working experience. All respondents had higher education. Occupational self-efficacy was measured using the Schyns & von Collani (2002) OCCSEEF scale (short version), structural empowerment elements (access to opportunity, information, support, and resources, informal power and formal power) were measured using the Conditions of Work Effectiveness Questionnaire – II (CWEQ – II) (Laschinger, Finegan, Shamian, & Wilk, 2001), and the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Bakker, & Salanova, 2006) was used to measure work engagement. Structural equation modelling (SEM) was applied to determine the mediating role of occupational self-efficacy in the relationships between elements of structural empowerment and work engagement. The analysis revealed that all dimensions of structural empowerment positively predicted occupational self-efficacy, and that occupational self-efficacy positively predicted work engagement. Formal power directly positively predicted work engagement, occupational self-efficacy fully mediated the relationship between informal power and work engagement and partially mediated the relationships between certain predictors (access to opportinity, information, and resources) and work engagement. Despite some limitations (e.g., this being a cross-sectional study, and that specialist level employees were surveyed from one organization), the results of the study highlighted, first, that employee occupational self-efficacy and work engagement might be strengthened by empowering organizational structures, and, second, that occupational self-efficacy is an important personal characteristic explaining the relationships between empowering organizational structures and employee work engagement. Perspectives for future research and practical implications are discussed.

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Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

Chinese Management Studies ◽

10.1108/cms-07-2021-0294 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Guangning Zhang ◽

Yingmei Wang

Keyword(s):

Work Engagement ◽

Organizational Identification ◽

Self Efficacy ◽

Innovative Behavior ◽

Content Type ◽

Mediating Role ◽

Creative Self ◽

The Relationship ◽

Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

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The Role of Agency and Threat-Immediacy in Interactive Digital Narrative Fear Appeals for the Prevention of Alcohol Abuse: An Empirical Study Among College Students (Preprint)

10.2196/preprints.32218 ◽

2021 ◽

Author(s):

Hendrik Engelbrecht ◽

Nynke van der Laan ◽

Renske van Enschot ◽

Emiel Krahmer

Keyword(s):

Alcohol Abuse ◽

Perceived Control ◽

Self Efficacy ◽

Communication Theory ◽

Efficacy Beliefs ◽

Fear Appeals ◽

Fear Appeal ◽

Digital Narrative

BACKGROUND Serious games for the training of prevention behaviors have been widely recognized as a potentially valuable tool for adolescents and young adults across a variety of risk behaviors. However, the role of agency, as a distinguishing factor from traditional health interventions, has seldomly been isolated and grounded in persuasive health communication theory. Fear appeals have different effects on intentions to perform a prevention behavior depending on the immediacy of the consequences. Looking into how to increase self-efficacy beliefs for health behavior with distant consequences is a first step to improving game-based interventions for adverse health outcomes. OBJECTIVE The current study investigated the effect of agency on self-efficacy and intention to drink less alcohol in an interactive digital narrative fear appeal. Further, the communicated immediacy of threat outcomes was evaluated as a potential moderator of the effect of agency on self-efficacy. METHODS An experimental study was conducted among university students (N=178). Participants were presented with a fear appeal outlining the consequences of alcohol abuse in an interactive narrative format. Participants either had perceived control over the outcome of the narrative scenario (high-agency) or no control over the outcome (low-agency). The threat was either framed as a short-term or long-term negative health outcome resulting from the execution of the risk behavior (drinking too much alcohol). RESULTS Self-efficacy and intention to limit alcohol intake were not influenced by the agency manipulation. Self-efficacy was shown to be a significant predictor of behavioral intention. Immediacy of the threat did not moderate the relationship between agency and self-efficacy. CONCLUSIONS Although the agency manipulation was successful, we could not find evidence for an effect of agency or threat immediacy on self-efficacy. The implications for different operationalizations of different agency concepts is discussed, as well as the malleability of self-efficacy beliefs for long-term threats. The usage of repeated, versus single, interventions and different threat types (e.g., health and social threats) should be tested empirically to establish a way forward for diversifying intervention approaches.

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