I vantaggi del mentoring in organizzazione: alcune differenze tra mentee e non-mentee

RISORSA UOMO ◽  
2009 ◽  
pp. 291-307
Author(s):  
Paola Gatti ◽  
Federica Emanuel
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Self Efficacy ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Developmental Relationships ◽  
Organizational Literature

- Organizational literature has described the advantages of mentoring for mentors and, above all, for mentees. A survey of 200 respondents employed in three organizations in northwestern Italy shows that mentees have higher mean scores for job satisfaction, self-efficacy on the job and positive emotions at work than non-mentees. Mentees also show lower mean scores for negative emotions at work than non-mentees. This last result, however, is not confirmed by the regression analysis. Mentees reporting different degrees of satisfaction with the mentoring experience show significant differences in selfefficacy on the job and in variables that investigate mentoring perceptions.Keywords: mentoring, mentoring advantages, developmental relationships.Parole chiave: mentoring, vantaggi del mentoring, relazioni di sviluppo.

scholarly journals The Relationship between Peer Attachment and Aggressive Behavior among Chinese Adolescents: The Mediating Effect of Regulatory Emotional Self-Efficacy

2021 ◽  
Vol 18 (13) ◽  
pp. 7123
Author(s):  
Haitao Liu ◽  
Kai Dou ◽  
Chengfu Yu ◽  
Yangang Nie ◽  
Xue Zheng
Keyword(s):  
Aggressive Behavior ◽  
Self Efficacy ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Chinese Adolescents ◽  
Peer Attachment ◽  
Mediating Effect ◽  
Potential Mechanism ◽  
Significant Difference ◽  
The Relationship

This study aimed to test the association between peer attachment and aggressive behavior, as well as the mediating effect of regulatory emotional self-efficacy on this relationship. A total of 1171 (582 male, 589 female) Chinese adolescents completed self-reported questionnaires that assessed peer attachment, regulatory emotional self-efficacy, and aggressive behavior. Path analysis showed that the negative association between peer attachment and adolescent aggressive behavior was mediated by self-efficacy in managing negative emotions. However, the mediating effect of self-efficacy in expressing positive emotions was nonsignificant. Moreover, there was no significant difference in the indirect paths mentioned above between male and female respondents. These findings highlight self-efficacy in managing negative emotions as a potential mechanism linking peer attachment to adolescent aggressive behavior.

scholarly journals The effects of constructive television news reporting on prosocial intentions and behavior in children: The role of negative emotions and self-efficacy

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Iris van Venrooij ◽  
Tobias Sachs ◽  
Mariska Kleemans
Keyword(s):  
Self Efficacy ◽  
Positive Emotions ◽  
Television News ◽  
Negative Emotions ◽  
Emotional Responses ◽  
News Story ◽  
News Reporting ◽  
News Video ◽  
Prosocial Intentions ◽  
And Behavior

Abstract To reduce negative emotional responses and to stimulate prosociality, constructive journalism promotes the inclusion of positive emotions and solutions in news. This study experimentally tested whether including those elements indeed increased prosocial intentions and behavior among children, and whether negative emotions and self-efficacy are mediators in this regard. To this end, children (N = 468; 9 to 13 years old) were exposed to an emotion-based, solution-based, or non-constructive news video. Results showed that emotion-based and solution-based news reduced children’s negative emotions compared to non-constructive news. No direct effects for prosocial intentions were found, but solution-based news led to less prosocial behavior (i. e., money donated) than emotion-based and non-constructive news. Moreover, negative emotions served as a mediator, self-efficacy did not. The more negative emotions were elicited by a news story, the higher the prosocial intentions and behavior. In conclusion, a constructive style of reporting helps to reduce children’s negative emotional responses but subsequently hinders prosociality.

scholarly journals Self-Efficacy in Regulating Positive and Negative Emotions

2013 ◽  
Vol 29 (3) ◽  
pp. 197-204 ◽  
Author(s):  
Catherine Gunzenhauser ◽  
Tobias Heikamp ◽  
Maria Gerbino ◽  
Guido Alessandri ◽  
Antje von Suchodoletz ◽  
...  
Keyword(s):  
Emotion Regulation ◽  
Factor Structure ◽  
Psychosocial Adjustment ◽  
Self Efficacy ◽  
Convergent Validity ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Cognitive Emotion Regulation ◽  
Gender Invariance ◽  
Partial Invariance

Perceived self-efficacy in emotion regulation facilitates various aspects of psychosocial adjustment. The Regulatory Emotional Self-Efficacy scale (RESE) by Caprara and Gerbino (2001) measures perceived capabilities to express positive emotions (POS) and to manage negative emotions, namely, despondency/distress (DES) and anger/irritation (ANG). The present research investigated the validity of the RESE scale in Germany. Study 1 investigated the factor structure and convergent validity of the scale in a sample of university students. In order to test the generalizability of findings from Study 1, in Study 2 we studied the factor structure, cross-gender invariance, and convergent validity of a slightly revised version of the scale in a sample of parents. The previously found factor structure was successfully replicated in both samples. Partial invariance on the scalar level was confirmed across gender. All self-efficacy subscales were positively correlated with life satisfaction and with reappraisal (a cognitive emotion regulation strategy). Suppression, a strategy of regulating emotional expression, was negatively related to POS. Findings suggest that the RESE scale is a valid instrument to assess emotion regulation self-efficacy in German-speaking samples.

Emotional Stability and Affective Self–regulatory Efficacy Beliefs: Proofs of Integration between Trait Theory and Social Cognitive Theory

2013 ◽  
Vol 27 (2) ◽  
pp. 145-154 ◽  
Author(s):  
Gianvittorio Caprara ◽  
Michele Vecchione ◽  
Claudio Barbaranelli ◽  
Guido Alessandri
Keyword(s):  
Growth Rate ◽  
Social Cognitive Theory ◽  
Self Efficacy ◽  
Positive Emotions ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Negative Emotions ◽  
Efficacy Beliefs ◽  
Emotional Stability ◽  
Effective Interventions

The present study aimed to investigate the development and interplay of emotional stability and affective self–regulatory efficacy beliefs through adolescence to young adulthood. A latent growth curve approach was used to investigate level and stability of emotional stability and self–efficacy in managing negative emotions and in expressing positive emotions. We found that initial levels of emotional stability and self–efficacy beliefs are highly correlated. In accordance with the posited hypothesis, the growth rate of perceived self–efficacy in managing negative emotions predicted the growth rate of emotional stability, whereas the opposite path was not significant. The growth rates of perceived self–efficacy in expressing positive emotions and emotional stability were not related to each other. Taken together, these findings point to self–efficacy beliefs as instrumental to the change of traits. Practical implications of results are discussed, highlighting the role of social cognitive theory in supplying the proper strategies to design effective interventions to enable people to make the best use of their potentials. Copyright © 2012 John Wiley & Sons, Ltd.

Employee motivation, emotions, and performance: a longitudinal diary study

2019 ◽  
Vol 34 (6) ◽  
pp. 415-428 ◽  
Author(s):  
Abira Reizer ◽  
Yael Brender-Ilan ◽  
Zachary Sheaffer
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Positive Emotions ◽  
Negative Emotions ◽  
Positive Association ◽  
Autonomous Motivation ◽  
Temporal Variations ◽  
Content Type ◽  
And Performance

Purpose Numerous studies have focused on the effect of motivation on performance in the workplace. The purpose of this paper is to evaluate the somewhat overlooked role of positive and negative emotions as potential mediators of this critical association. Design/methodology/approach The longitudinal study employed multilevel modeling for assessing the effects of motivation, emotions and work satisfaction on job performance. In total, 116 respondents provided 1,044 responses at nine consecutive measurement points. Findings Findings indicated that positive emotions and job satisfaction mediate the positive association between autonomous motivation and performance. Concurrently, negative emotions and decreased job satisfaction mediated the negative associations between controlled motivation and job performance. Research limitations/implications The results address only the within-subject and between-subject analysis of temporal variations in emotions and behavior. Future studies can include higher levels of analysis, such as group, team and organizational contexts. Originality/value This research contributes to self-determination theory by highlighting the role of emotions in understanding how motivation shapes workplace performance.

scholarly journals THE RELATIONSHIP BETWEEN WORKPLACE BULLYING AND JOB SATISFACTION IN OMAN’S HOTEL SECTOR: THE MEDIATING ROLE OF OCCUPATIONAL SELF-EFFICACY

2021 ◽  
Vol 6 (24) ◽  
pp. 39-53
Author(s):  
Asma Shughail Aqib Al Hashimi ◽  
Adi Anuar Azmin
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Self Efficacy ◽  
Workplace Bullying ◽  
Future Research ◽  
Satisfaction Scale ◽  
Mediating Role ◽  
Hotel Sector ◽  
The Relationship

An inclusive workplace helps in achieving effective performance at all organisational levels. Workplace bullying is recognised as a global phenomenon tremendously influencing self-efficacy and employees’ job satisfaction. The current study aimed to examine the relationship between workplace bullying and job satisfaction with the mediating role of occupational self-efficacy in the hotel sector in Oman. The cross-sectional research was carried out in three hotels in Oman. The data were collected from 400 employees working in middle and low management in hotels in Oman. Additionally, data were gathered using the Negative Acts Questionnaire-Revised, the Occupational Self-Efficacy Scale, and the Generic Job Satisfaction Scale. Preliminary data analysis and regression analysis were performed using Statistical Package for Social Science (SPSS). Meditational analysis was conducted with PROCESS macro written by Hayes. The findings highlighted that workplace bullying correlates with job satisfaction positively and negatively with occupational self-efficacy. Occupational self-efficacy was negatively correlated with job satisfaction. Regression analysis showed that workplace bullying was a significant predictor of job satisfaction. However, occupational self-efficacy did not significantly mediate the relationship between workplace bullying and job satisfaction. The mediational analysis confirmed that occupational self-efficacy did not mediate the relationship between workplace bullying and job satisfaction. Management must develop and concentrate on building an inclusive work environment to reduce workplace bullying and harness occupational self-efficacy. Practical steps must be taken to deliver the interventions that can empower the employee to tackle workplace bullying and improves self-efficacy. This study also identified limitations and future research options.

scholarly journals PENGARUH KEPUASAN KERJA, MOTIVASI, KOMUNIKASI INTERPERSONAL, SELF ESTEEM DAN SELF EFFICACY TERHADAP KINERJA INDIVIDUAL (Studi Empiris pada Distributor Tiens Unicore di Makassar)

2016 ◽  
Vol 6 (2) ◽  
pp. 242
Author(s):  
Zainuddin Zainuddin
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Interpersonal Communication ◽  
Self Efficacy ◽  
Self Esteem ◽  
Individual Performance ◽  
Analysis Method ◽  
Data Collecting

<p><strong>Abstract</strong><br /><br />This study aims to know Influence of Job Satisfaction, Motivation, Interpersonal Communication, Self Esteem and Self Efficacy to Individual Performance. This research was conducted by taking sample 96 active Distributor people of company Tiens Unicore in Makassar. Data Collecting by using Questioner sent direct by researcher and also researcher friend with admission filling deadline three days. Analysis method which used in this research is doubled regression analysis. Result of this research indicated that 1) Job Satisfaction have an effect on significant to Individual Performance. 2) Motivation have an effect on significant to Individual Performance. 3) Interpersonal communication not have an effect on significant to Individual Performance. 4) Self Esteem have an effect on significant to Individual Performance. 5) Self Efficacy have an effect on significant to Individual Performance.</p><p><strong>Abstrak</strong><br /><br />Tujuan penelitian ini untuk mengetahui pengaruh kepuasan kerja, motivasi, komunikasi interpersonal, self esteem dan self efficacy terhadap kinerja individu. Penelitian ini dilakukan dengan mengambil sampel 96 orang distributor aktifperusahaan Tiens Unicore di Makassar. Pengumpulan data dengan menggunakan kuesioner yang diberikan langsung oleh peneliti selama 3 hari. Metode analisis dalam penelitian ini adalah regresi berganda. Hasil penelitian ini menunjukkan bahwa; 1) Kepuasan kerja berpengaruh signifikan terhadap kinerja individu. 2) Motivasi berpengaruh signifikan terhadap kinerja individu. 3) Komunikasi Interpersonal tidak berpengaruh signifikan terhadap kinerja individu. 4) Self esteem berpengaruh signifikan terhadap kinerja individu. 5) Self efficacy berpengaruh signifikan terhadap kinerja individu.</p>

scholarly journals EFIKASI DIRI, BEBAN KERJA DAN KEPUASAN SEBABAI FAKTOR PENENTU KINERJA PEGAWAI

2019 ◽  
Vol 1 (2) ◽  
pp. 97-107
Author(s):  
Akhmad Nur Rofi
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Self Efficacy ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
The Self ◽  
Analysis Techniques ◽  
Region Data ◽  
Dominant Influence

Every employee in an organization will do the work in accordance with the responsibilities given to employees. The purpose of this research was to analyze the influence of self-efficacy, workload and job satisfaction on the performance of employee of PJN Metropolitan Semarang Region. Data collection was carried out by distributing questionnaires to 35 employees using the census method. Multiple linear regression analysis techniques are used to analyze the data in this research. The results show that the self-efficacy, satisfaction and workload affect employee performance. The self-efficacy factor is the variable that gives the most dominant influence on the performance of employees of the PJN Metropolitan Semarang Region. Self-efficacy or one's belief in achieving performance makes a person have a high desire in carrying out his obligations and responsibilities as an employee. Employees who are satisfied with their work will voluntarily do their jobs so they can improve their performance. While the workload that is too heavy for employees will result in employees not focusing on doing work so that it can reduce performance. Therefore, to improve the performance of company employees must pay attention to factors of self-efficacy, job satisfaction and workload of employees

scholarly journals Temporal dynamics of emotions within a workday

2013 ◽  
Vol 26 (2) ◽  
pp. 219-243
Author(s):  
JaeYoon Chang ◽  
A. L Cook ◽  
S. C Payne
Keyword(s):  
Job Satisfaction ◽  
Positive Emotions ◽  
Temporal Dynamics ◽  
Negative Emotions ◽  
Occupational Accidents ◽  
Reconstruction Method ◽  
Diurnal Patterns ◽  
Changing Patterns ◽  
Over Time ◽  
Positive And Negative Emotions

The purpose of this study was to examine how positive and negative emotions fluctuate over time within one workday and to investigate the moderating effects of neuroticism and job satisfaction. Data were obtained from 201 Seoul citizens in Korea using the Day Reconstruction Method (Kahneman, Krueger, Schkade, Schwarz, & Stone, 2004). Data revealed that negative emotions increased over time; positive emotions did not show such a pattern. Job satisfaction correlated positively with average positive emotions and negatively with average negative emotions. Neuroticism correlated significantly and in opposite directions with average positive and negative emotions, but did not correlate significantly with the variability of emotions within a work day. Additionally, neuroticism had a significant moderating effect on the changing pattern of negative (but not positive) emotions over time, such that the negative emotions of workers with high levels of neuroticism increased more sharply than the negative emotions of workers with low levels of neuroticism. Contrary to expectation, job satisfaction did not moderate the pattern of positive or negative emotions at work. Changing patterns of negative emotions may be predictive of occupational accidents and diurnal patterns of positive emotions may be predictive of optimal concentration and efficiency at work. These patterns may also have implications for when we administer surveys in the workplace, when a boss should share bad news with his/her employees.

The Impact of Environmental Stressors and Types of Work Contract on Occupational Stress

2011 ◽  
Vol 14 (1) ◽  
pp. 251-262 ◽  
Author(s):  
Ana Paula Corrêa ◽  
Maria Cristina Ferreira
Keyword(s):  
Job Satisfaction ◽  
Occupational Stress ◽  
Role Conflict ◽  
Positive Emotions ◽  
Negative Impact ◽  
Negative Emotions ◽  
Environmental Stressors ◽  
Future Research ◽  
Work Overload ◽  
The Impact

This study aimed to investigate the impact of seven environmental stressors (role conflict, work overload, interpersonal difficulties, work-family conflict, work instability, lack of autonomy and pressure of responsibility) and the nature of the employment contract (permanent or atypical) on three psychological reactions to occupational stress (job satisfaction, positive emotions, and negative emotions at work). 305 Brazilian workers from both sexes participated in this research, distributed between permanent and atypical workers. The results showed that the role conflict and the work overload had a negative impact on job satisfaction. The role conflict had a negative impact on the positive emotions at work, while the pressure of responsibility interfered positively in it. The work overload interfered positively in the negative emotions at work, while the pressure of responsibility interfered negatively in it. The type of contract did not affect significantly any one of the dependent variables. The implications of the results for future research are discussed.

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