The Effect of Self-Efficacy, Goals and Task Strategies on Task Performance

Purpose Interest has been generated for a while in unpacking the “black box” and providing a contingency approach to understanding the effects of human resource management (HRM) practices. This study aims to investigate the possibility that the relationship between human capital development and task performance is mediated by work self-efficacy and work engagement – and that this mediation depends on the degree of perceived investment in employees’ development. Design/methodology/approach Based on a synthesis of theories –systems, social cognitive and social identity theories – a moderated mediation model is tested using data from 220 academic employees and Heads of Departments from multiple Higher Educational Institutions in Ghana. AMOS and Hayes Conditional Process analysis were used to analyze the data. Findings The study finds support for a bundle of human capital investments boosting work self-efficacy and motivating work engagement, as well as task performance. Consistent with expectations, the mediation in human capital investments to task performance via work self-efficacy is conditional on the degree of perceived investment in employees’ development. Originality/value The study provides the first attempt at studying a conditional process model in human capital development by addressing whether, how and when human capital system functions more or less effectively, and provides knowledge on the “black box” in HRM.

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Examining the relationships between self-efficacy, task-relevant attentional control , and task performance: Evidence from event-related brain potentials

British Journal of Psychology ◽

10.1111/bjop.12091 ◽

2014 ◽

Vol 106 (2) ◽

pp. 253-271 ◽

Cited By ~ 15

Author(s):

Jason R. Themanson ◽

Peter J. Rosen

Keyword(s):

Task Performance ◽

Attentional Control ◽

Self Efficacy ◽

Brain Potentials ◽

And Task

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The impact of perceived supervisor support on employees’ turnover intention and task performance

Journal of Management Development ◽

10.1108/jmd-03-2019-0076 ◽

2019 ◽

Vol 38 (5) ◽

pp. 369-382 ◽

Cited By ~ 4

Author(s):

Sadia Afzal ◽

Muhammad Arshad ◽

Sharjeel Saleem ◽

Omer Farooq

Keyword(s):

Task Performance ◽

Turnover Intention ◽

Self Efficacy ◽

Academic Staff ◽

Supervisor Support ◽

Equation Modeling ◽

Content Type ◽

Perceived Supervisor Support ◽

The Impact ◽

And Task

PurposeThe purpose of this paper is to explain the mediational mechanisms in the relationship of perceived supervisor support (PSS) with turnover intention (TI) and task performance (TP).Design/methodology/approachData were collected through questionnaires from the academic staff of Pakistani universities. The theoretical model was tested using data collected from 304 respondents by using structural equation modeling technique. Mediation analysis was performed with 5,000 bootstraps samples.FindingsThe results revealed that PSS affected TI negatively through the mediation of self-efficacy. Conversely to this, PSS influenced TP positively through the mediation of self-efficacy. In addition, the results also showed the direct effect of PSS on employees’ TP.Practical implicationsThe results of this study suggest that the supervisor must provide adequate support to the academic staff, which helps them to develop their self-efficacy. Self-efficacy is helpful for the employees to reduce their TI and to improve their TP.Originality/valueThis study is the first of its nature which explained the direct and indirect effects of PSS on TI and TP by using the framework of social learning theory and social exchange theory simultaneously.

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Antecedents of psychological detachment from work and it's effect on task performance

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v28i2.127-149 ◽

2015 ◽

Vol 28 (2) ◽

pp. 127-149

Author(s):

SeonMyoung Yu ◽

TaeYong Yoo

Keyword(s):

Organizational Culture ◽

Task Performance ◽

Self Efficacy ◽

Negative Relationship ◽

Future Research ◽

Psychological Detachment ◽

The Relationship ◽

General Self Efficacy ◽

Psychological Detachment From Work ◽

And Task

The purpose of this study was to identify the relationship between psychological detachment from work in nonworking time and it’s antecedents such as general self-efficacy and rumination behavior, and the relationship between psychological detachment from work in nonworking time and task performance. Also, this study tests the moderating effect of outcome-oriented culture in the relationship between psychological detachment from work and task performance. Using the survey research method, data were collected from 259 employees who were working in a variety of organizations in Korea. To reduce the effect from the common method bias, task performance of participants was rated by their peers or supervisors. The results indicate that general self-efficacy is positively related with psychological detachment, rumination behavior is negatively related with psychological detachment, and psychological detachment from work is not related with task performance. It is found the relationship between psychological detachment and task performance is moderated by outcome-oriented culture. When employees who perceive organizational culture is more outcome-oriented, there is a negative relationship between psychological detachment and task performance. In contrast, when employees who perceive organizational culture is less outcome-oriented, there is a positive relationship between psychological detachment and task performance. Based on there results, implication of results, future research tasks, and limitations of this study were discussed.

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