scholarly journals Personality, Job Resources, and Self-Efficacy as Predictors of Volunteer Engagement in Non-Governmental Organizations

2018 ◽  
Vol 24 (1) ◽  
pp. 69-89
Author(s):  
Magdalena Kossowska ◽  
Mariola Łaguna
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Work Design ◽  
Job Resources ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Governmental Organizations ◽  
Non Governmental Organizations ◽  
General Self Efficacy ◽  
Volunteer Engagement

Abstract As volunteer engagement in non-governmental organizations vary between individuals, it is vital to get to know its predictors. It can be of profit to volunteers and the ones who profit from their activities. The aim of present study was to examine a model explaining volunteer engagement examining volunteer self-efficacy as a mediator and personality traits, job resources (skill variety and autonomy) as its predictors. Respondents (N = 165) were asked to fill in questionnaires accessible online. Those consisted of demographic questions as well as Ten-item Personality Inventory (TIPI), and three measures adjusted to volunteer environment: Work Design Questionnaire (WDQ), General Self-Efficacy Scale (GSES), and Work Engagement Scale (UWES). Results. Results of hierarchical regression analyses showed that conscientiousness, skill variety and self-efficacy are statistically significant predictors of volunteer engagement. It was shown that the effects of conscientiousness and skill variety on volunteer engagement are mediated by volunteer self-efficacy.

The Relationship Between Self-Efficacy and Conflict-Handling Styles in Terms of Relative Authority Positions of the Two Parties

2010 ◽  
Vol 38 (1) ◽  
pp. 13-28 ◽  
Author(s):  
Azize Ergeneli ◽  
Selin Metin Camgoz ◽  
Pinar Bayhan Karapinar
Keyword(s):  
Self Efficacy ◽  
Hierarchical Regression ◽  
Organizational Conflict ◽  
Regression Analyses ◽  
Textile Manufacturing ◽  
Manufacturing Company ◽  
Conflict Handling ◽  
The Relationship ◽  
General Self Efficacy ◽  
Conflict Scale

The aim in this study was to investigate the effect of self-efficacy, as an individual predisposition, on preference of conflict-handling style, and also to explore whether or not the presumed relationships would differ according to the relative authority position of the two parties (superior versus peer). The sample was composed of 205 participants working in a textile manufacturing company. Rahim's Organizational Conflict Scale (1983) and the General Self-efficacy Scale (Schwarzer & Jerusalem, 1993, 2000) were used to measure conflict-handling style and self-efficacy, respectively. Hierarchical regression analyses revealed that individuals high in self-efficacy are likely to use an integrating style for handling conflict with peers, whereas, when conflict occurs with superiors, individuals low in self-efficacy prefer to use compromising and/or avoiding styles. However, the effects of self-efficacy on dominating and obliging conflict-handling styles were found not to be significant with either superiors or peers.

Work-related ill- and well-being among Finnish sport coaches: Exploring the relationships between job demands, job resources, burnout and work engagement

2020 ◽  
pp. 174795412096779
Author(s):  
Satu S Kaski ◽  
Ulla Kinnunen
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Work Related ◽  
Sport Coaches ◽  
Job Demands And Resources

Objective This research examined the work-related ill- and well-being of Finnish sport coaches and the associations of job demands and resources with burnout and work engagement. Our study was based on the Job Demands-Resources (JD-R) model. The JD-R model proposes that job demands relate especially to burnout and job resources relate especially to work engagement. Methods Finnish coaches (N = 499) within top-level sports completed a questionnaire measuring burnout, work engagement, job demands and resources. Results The results of hierarchical regression analyses showed that burnout was explained with job demands, but also lack of job resources added the explanation rate almost equally. The most important single contributor to burnout was lack of positive challenge at work. Work engagement was explained by job resources, from which positive challenge at work together with mastery of work were the strongest contributors. In addition, decision demands contributed slightly to the explanation of work engagement. Conclusions The results suggest that in the work of sport coaches, job resources or lack of them are more essential than job demands to explain both burnout and work engagement.

scholarly journals The CSGU: A Measure of Controllability, Stability, Globality, and Universality Attributions

2008 ◽  
Vol 30 (5) ◽  
pp. 611-641 ◽  
Author(s):  
Pete Coffee ◽  
Tim Rees
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Construct Validity ◽  
Self Efficacy ◽  
Interactive Effects ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Confirmatory Factor ◽  
And Performance

This article reports initial evidence of construct validity for a four-factor measure of attributions assessing the dimensions of controllability, stability, globality, and universality (the CSGU). In Study 1, using confirmatory factor analysis, factors were confirmed across least successful and most successful conditions. In Study 2, following less successful performances, correlations supported hypothesized relationships between subscales of the CSGU and subscales of the CDSII (McAuley, Duncan, & Russell, 1992). In Study 3, following less successful performances, moderated hierarchical regression analyses demonstrated that individuals have higher subsequent self-efficacy when they perceive causes of performance as controllable, and/or specific, and/or universal. An interaction for controllability and stability demonstrated that if causes are perceived as likely to recur, it is important to perceive that causes are controllable. Researchers are encouraged to use the CSGU to examine main and interactive effects of controllability and generalizability attributions upon outcomes such as self-efficacy, emotions, and performance.

Test of the job demand resources model in Thailand

2019 ◽  
Vol 22 (1) ◽  
pp. 2-21
Author(s):  
Manjiri Kunte ◽  
Parisa Rungruang
Keyword(s):  
Role Conflict ◽  
Work Engagement ◽  
Self Efficacy ◽  
Job Demands ◽  
Self Report ◽  
Job Resources ◽  
Personal Resources ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.

scholarly journals The influence of military identity on work engagement and burnout in the norwegian army rapid reaction force

2015 ◽  
Vol 6 (1) ◽  
pp. 36-46 ◽  
Author(s):  
Rino Bandlitz Johansen ◽  
Monica Martinussen ◽  
Nils Kvilvang
Keyword(s):  
Work Engagement ◽  
Reaction Force ◽  
Armed Forces ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Reaction Forces ◽  
Rapid Reaction ◽  
Army Personnel

Abstract The present study examined the influence of military identity on work engagement and burnout among members in the Norwegian Army Rapid Reaction Forces (RRF). Hierarchical regression analyses found work engagement to be predicted by military identity (positively so by professionalism, and negatively by individualism), with individualism also predicting burnout. This is the first study to examine the unique influence of military identity on burnout and engagement among operational army personnel in the Norwegian Armed Forces.

THE MODERATING EFFECT OF SELF-EFFICACY IN THE RELATIONSHIP BETWEEN PERCEIVED JOB CHARACTERISTICS AND WORK ENGAGEMENT

2018 ◽  
Vol 17 (2) ◽  
pp. 79
Author(s):  
Ramesh Krishnan ◽  
Koe Wei Loon ◽  
Rozana Othman ◽  
Geetha Muthusamy ◽  
Nurul Ezaili Alias
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Job Characteristics ◽  
Joint Effect ◽  
Healthcare Sector ◽  
Hierarchical Regression ◽  
Future Research ◽  
Research Attention ◽  
Task Identity ◽  
Employee Work Engagement

Although much research attention has been given to study the effect of perceived job characteristics on various work outcomes, few have specifically examined the joint effect of perceived job characteristics and self-efficacy on employee work engagement. This study aimed to examine the role of self-efficacy as a moderator in the perceived job characteristics-work engagement relationship. A total of 646 employees from the healthcare sector in Malaysia participated in this study. A moderated hierarchical regression analysis revealed a positive effect of job characteristics (autonomy, skill variety, feedback, task significance, task identity) with work engagement and a significant interaction between task identity and self-efficacy in predicting employee work engagement. Managerial implications and directions for future research are discussed. Keywords: Job Characteristics, Autonomy, Task Identity, Self-Efficacy, Work Engagement

How and when servant leadership enhances life satisfaction

2018 ◽  
Vol 47 (5) ◽  
pp. 1077-1093 ◽  
Author(s):  
Yanping Li ◽  
Diwan Li ◽  
Yidong Tu ◽  
Jie Liu
Keyword(s):  
Life Satisfaction ◽  
Servant Leadership ◽  
Leadership Style ◽  
Self Efficacy ◽  
Hierarchical Regression ◽  
Content Type ◽  
Mediating Role ◽  
Time Lagged ◽  
The Relationship ◽  
General Self Efficacy

Purpose The purpose of this paper is to investigate the relationship between servant leadership and life satisfaction through the mediating role of workplace positive affect (WPA), and the moderating roles of collectivistic orientation and general self-efficacy. Design/methodology/approach Using a sample of 304 employees in a two-wave survey, the hypotheses were demonstrated with hierarchical regression analyses. Findings The results revealed that servant leadership was positively related to employee life satisfaction, and WPA served as a mediator between them. Moreover, collectivistic orientation and general self-efficacy moderated the relationship between servant leadership and WPA, and the indirect effect of servant leadership on life satisfaction via WPA. Research limitations/implications The time-lagged research design of this study may limit the ability to draw causal conclusions. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of our findings calls for more attention. Practical implications Leaders are encouraged to adopt the servant leadership style to facilitate employee life satisfaction and organizations should select and recruit managers with servant leadership qualities. Furthermore, because employees’ collectivistic orientation and general self-efficacy moderate the effects of servant leadership on followers’ outcomes, managers need to take individual differences into consideration when they implement managerial strategy. Originality/value This research contributed to a burgeoning stream of servant leadership literature by investigating the functions of servant leadership in promoting life satisfaction, and exploring the affective mechanism linking servant leadership and life satisfaction as well as the boundary conditions of collectivistic orientation and general self-efficacy.

Synergistic Effect of Social Support and Self-Efficacy on Physical Exercise in Older Adults

2011 ◽  
Vol 19 (3) ◽  
pp. 249-261 ◽  
Author(s):  
Lisa M. Warner ◽  
Jochen P. Ziegelmann ◽  
Benjamin Schüz ◽  
Susanne Wurm ◽  
Ralf Schwarzer
Keyword(s):  
Social Support ◽  
Older Adults ◽  
Physical Exercise ◽  
Synergistic Effect ◽  
Self Efficacy ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Exercise Frequency ◽  
Individual Perceptions ◽  
Main Effects

The purpose of the current study was to examine whether the effects of social support on physical exercise in older adults depend on individual perceptions of self-efficacy. Three hundred nine older German adults (age 65–85) were assessed at 3 points in time (3 months apart). In hierarchical-regression analyses, support received from friends and exercise self-efficacy were specified as predictors of exercise frequency while baseline exercise, sex, age, and physical functioning were controlled for. Besides main effects of self-efficacy and social support, an interaction between social support and self-efficacy emerged. People with low self-efficacy were less likely to be active in spite of having social support. People with low support were less likely to be active even if they were high in self-efficacy. This points to the importance of both social support and self-efficacy and implies that these resources could be targets of interventions to increase older adults’ exercise.

scholarly journals The Relationship Between Perceived Coaching Behaviours, Motivation and Self-Efficacy in Wrestlers

2017 ◽  
Vol 57 (1) ◽  
pp. 239-251 ◽  
Author(s):  
İhsan Sarı ◽  
Betül Bayazıt
Keyword(s):  
Social Support ◽  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Perceived Social Support ◽  
Regression Analyses ◽  
Perceived Leadership ◽  
Motivation Scale ◽  
The Relationship ◽  
General Self Efficacy

AbstractThe current study aimed to determine the relationship between perceived coaching behaviours, motivation, self-efficacy and general self-efficacy of wrestlers who competed in the Super National Wrestling League. The sample consisted of 289 wrestlers. The Self-Efficacy Scale was used to measure self-efficacy perception, the Sports Motivation Scale to measure the motivation of the athletes, the Leadership Scale for Sport to determine perceived leadership behaviours, and the General Self-Efficacy Scale to determine the general self-efficacy perceptions of the athletes. For data analyses, SPSS 17.0 software was used. According to the results of the regression analyses performed with the enter method, it was found that perceived training and instruction behaviour along with perceived social support behaviour significantly explained self-efficacy (adjusted R2_ = .03), intrinsic motivation (adjusted R2 = .04) and amotivation (adjusted R2 = .05). Also, perceived training and instruction behaviour (β = .51), autocratic behaviour (β = -.17) and social support behaviour (β = -.27) significantly contributed to athletes’ general self-efficacy (adjusted R2 = .10). In light of these findings, it may be argued that perceived training and instruction behaviour may be beneficial for self-efficacy, general self-efficacy, intrinsic motivation, and amotivation. On the other hand, it could be stated that perceived autocratic behaviour may be detrimental for general self-efficacy of the athletes. As for social support behaviour, it may be suggested that it is negatively related to self-efficacy, general self-efficacy and intrinsic motivation. Lastly, a positive relationship was observed between perceived social support behaviour and amotivation in wrestlers. The results reveal the specific characteristics of wrestlers and suggest some implications for wrestling coaches.

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