scholarly journals Learning Difficulties and Loneliness in College and Beyond: The Mediating Role of Self-Efficacy, Proactive Coping, and Hope

2021 ◽  
Vol 18 (19) ◽  
pp. 10508
Author(s):  
Tamar Icekson ◽  
Oranit Davidson Begerano ◽  
Michal Levinson ◽  
Jenny Savariego ◽  
Malka Margalit
Keyword(s):  
Self Efficacy ◽  
Social Cognitive ◽  
Learning Difficulties ◽  
Proactive Coping ◽  
Conservation Of Resources ◽  
Final Model ◽  
Mediating Role ◽  
Psychoeducational Programs ◽  
Practical Implications

Following the conservation of resources, social-cognitive and hope theories, the goals of this study were to identify the role of self-efficacy, proactive coping, and hope as mediators in the relations between learning difficulties and loneliness distress. A questionnaire was sent to current and past students. The sample consisted of 498 participants. The results demonstrated that individuals with learning difficulties reported higher levels of loneliness compared with individuals without learning difficulties. Moreover, self-efficacy, proactive coping, and hope mediated the relations between levels of learning difficulties and loneliness. Specifically, the final model emphasized the important role of hopeful beliefs, since hope mediated the relations between learning difficulties, self-efficacy, and proactive coping with loneliness. In terms of practical implications, professionals’ awareness as well as psychoeducational programs could be tailor-made to enhance hopeful beliefs and reduce loneliness.

PERCEIVED BARRIERS TO ENTREPRENEURIAL INTENTION: THE MEDIATING ROLE OF SELF-EFFICACY

2020 ◽  
Vol 25 (03) ◽  
pp. 2050016
Author(s):  
EMRE ŞAHIN DÖLARSLAN ◽  
AKIN KOÇAK ◽  
PHILIP WALSH
Keyword(s):  
Undergraduate Students ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Entrepreneurial Intention ◽  
Perceived Barriers ◽  
Deterrent Effect ◽  
Mediating Role ◽  
Intention Formation ◽  
The Relationship

Drawing from Social Cognitive Career Theory (SCCT), the purpose of the study is to enhance understanding of the intention formation mechanism within the context of perceived barriers and self-efficacy (SE). The current study assesses whether SE mediates the relationship between perceived barriers and entrepreneurial intention (EI). The study specifically analyzed the relationship among perceived barriers, SE and EI. In addition, the direct and indirect effects of perceived barriers on intention are examined. Based on a survey of 471 undergraduate students who have taken management courses, our findings suggest the SE level of potential entrepreneurs is not sufficient to determine the intention formation even if the decisive effect of SE on EI is found. Therefore, in contrast to earlier studies, the results obtained from this study reveal the necessity to take into account the deterrent effect of the perceived barriers to evaluating the effect of SE in the formation of EI.

Self-efficacy to spur job performance

2018 ◽  
Vol 56 (4) ◽  
pp. 891-907 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Workplace Incivility ◽  
Conservation Of Resources ◽  
Content Type ◽  
Personal Resource ◽  
Organizational Functioning ◽  
Mediating Role ◽  
Uncivil Behaviors

Purpose With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees’ self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings An important reason that employees’ self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors. Practical implications Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace. Originality/value This study establishes a more complete understanding of the benefits of employees’ self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees’ perceptions of workplace incivility invigorate this process.

scholarly journals Work Engagement in India and Thailand: A Comparative Analysis

2017 ◽  
Vol 19 (1) ◽  
pp. 162-174 ◽  
Author(s):  
Richa Chaudhary ◽  
Santosh Rangnekar ◽  
Uthai Tanlamai ◽  
Surasvadee Rajkulchai ◽  
Anirut Asawasakulsor
Keyword(s):  
Comparative Analysis ◽  
Human Resource Development ◽  
Work Engagement ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Conservation Of Resources ◽  
The Social ◽  
Cross National

The study investigated the role of human resource development climate (HRDC) and self-efficacy as predictors of work engagement amongst IT-sector employees of India and Thailand. In addition, it also made an attempt to unfurl the mechanism underlying the proposed relationship by proposing and testing a model with self-efficacy as an intervening variable. Work engagement levels among IT-sector employees in Thailand were found be slightly higher than those among the employees in India. Both HRDC and self-efficacy were found to be significant predictors of work engagement. The results for self-efficacy as a mediator and a moderator of the proposed relationship between HRDC and work engagement are reported and discussed. Article building on the theoretical framework of the job-demands resources model, the social cognitive theory and the conservation of resources (COR) theory produces cross-national knowledge about work engagement and predictors.

How abusive supervision ultimately might enhance performance ratings among silent, neurotic employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Sadia Jahanzeb ◽  
Tasneem Fatima
Keyword(s):  
Abusive Supervision ◽  
Performance Evaluations ◽  
Performance Ratings ◽  
Conservation Of Resources ◽  
Protective Behaviors ◽  
Content Type ◽  
Mediating Role ◽  
Supervisor Ratings ◽  
Practical Implications

PurposeWith a theoretical anchoring in the conservation of resources (COR) theory, this study investigates how employees' exposure to abusive supervision ultimately might lead to enhanced supervisor ratings of their job performance because employees react with defensive silence. Employees' neuroticism also might catalyze this process.Design/methodology/approachMulti-source, three-wave data were collected from employees and their supervisors in the power-distant, collectivistic country of Pakistan.FindingsBeliefs about the presence of verbally abusive leaders, somewhat ironically, mitigate the risk of diminished supervisor-rated performance evaluations to the extent that those beliefs prompt employees to engage in self-protective behaviors to avoid confrontations with the abusive leaders. This mediating role of defensive silence is invigorated to the extent that employees' personalities make them more sensitive to stressful work situations.Practical implicationsFor practitioners, this study identifies self-protective silence as a key, potentially worrisome mechanism that employees in power-distant, collectivistic countries may use to avoid negative performance ratings by leaders they perceive as abusive, and it reveals how this process tends to vary across different employees.Originality/valueThis research cites a critical, unexplored factor through which verbally abused employees can avoid negative performance evaluations, by engaging in defensive silence, not only as a potentially detrimental solution but also as an effective short-term solution. It further clarifies that this process is more likely to occur among neurotic employees.

Contract Breach and Retirement Among Spanish Adults

2016 ◽  
Vol 44 (4) ◽  
pp. 327-343 ◽  
Author(s):  
Gabriela Topa ◽  
Irene Jiménez
Keyword(s):  
Negative Affect ◽  
Older Workers ◽  
Self Efficacy ◽  
Empirical Studies ◽  
The Other ◽  
Contract Breach ◽  
Mediating Role ◽  
Moderating Role ◽  
Practical Implications

The present research examines the effects of contract breach on retirement satisfaction. We specifically tested the moderating role of retirement self-efficacy and the mediating role that negative affect may play in influencing the relationships between contract breach and retirement satisfaction, either anticipated or actual. Two empirical studies have been conducted by self-reported questionnaires, with older workers of Spanish descent from Spain—one sample being comprised of workers still in the workforce (Study 1; N = 160) and the other being comprised of recent retirees (Study 2; N = 215). We found that contract breach was positively related to negative affect and negatively related to both anticipated (Study 1) and actual retirement satisfaction (Study 2). Moreover, moderation analyses showed that these effects are strong for participants with low rather than high retirement self-efficacy. Theoretical and practical implications are discussed.

The Role of Self-Efficacy Beliefs in Leader Development

2011 ◽  
Vol 18 (4) ◽  
pp. 459-468 ◽  
Author(s):  
Moe Machida ◽  
John Schaubroeck
Keyword(s):  
Individual Differences ◽  
Social Cognitive Theory ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Leader Development ◽  
Efficacy Beliefs ◽  
Efficacy Belief ◽  
Practical Implications

This article examines various ways in which self-efficacy belief influences leader development. Drawing from social cognitive theory, we discuss four self-efficacy concepts that are pertinent to leader development: (a) preparatory self-efficacy, (b) efficacy spirals, (c) learning self-efficacy, and (d) resilient self-efficacy. We argue that the role of self-efficacy in leader development is more complex than traditionally considered. The article also addresses influences of a contextual factors and other individual differences on a leader’s self-efficacy. We then discuss the theoretical and practical implications of these propositions for leader development.

The Role of Career Self-Efficacy on the Effect of Parental Career Behaviors on Career Exploration: A Study on School of Tourism and Hotel Management’ Students

2016 ◽  
Vol 3 (1) ◽  
pp. 143 ◽  
Author(s):  
Selahattin Kanten ◽  
Pelin Kanten ◽  
Murat Yeşiltaş
Keyword(s):  
Undergraduate Students ◽  
Self Efficacy ◽  
Structural Equation ◽  
Career Exploration ◽  
Equation Modeling ◽  
Survey Method ◽  
Hotel Management ◽  
Mediating Role ◽  
The Impact

This study aims to investigate the impact of parental career behaviors on undergraduate student’s career exploration and the mediating role of career self-efficacy. In the literature it is suggested that some social and individual factors facilitate students’ career exploration. Therefore, parental career behaviors and career self-efficacy is considered as predictors of student’s career exploration attitudes within the scope of the study. In this respect, data which are collected from 405 undergraduate students having an education on tourism and hotel management field by the survey method are analyzed by using the structural equation modeling. The results of the study indicate that parental career behaviors which are addressed support; interference and lack of engagement have a significant effect on student’s career exploration behaviors such as intended-systematic exploration, environment exploration and self-exploration. In addition, it has been found that one of the dimensions of parental career behaviors addressed as a lack of engagement has a significant effect on career self-efficacy levels of students. However, research results indicate that student’s career self-efficacy has a significant effect on only the self-exploration dimension. On the other hand, career self-efficacy has a partial mediating role between lack of engagement attitudes of parents and career exploration behaviors of students.

scholarly journals To sext or not to sext. The role of social-cognitive processes in the decision to engage in sexting

2021 ◽  
Vol 38 (4) ◽  
pp. 1410-1429
Author(s):  
Claire Wilson ◽  
Tommy van Steen ◽  
Christabel Akinyode ◽  
Zara P. Brodie ◽  
Graham G. Scott
Keyword(s):  
Cognitive Processes ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Factors ◽  
Relationship Status ◽  
Injunctive Norm ◽  
The Social ◽  
And Behavior ◽  
Insight Into

Technology has given rise to online behaviors such as sexting. It is important that we examine predictors of such behavior in order to understand who is more likely to sext and thus inform intervention aimed at sexting awareness. We used the Theory of Planned Behavior (TPB) to examine sexting beliefs and behavior. Participants (n = 418; 70.3% women) completed questionnaires assessing attitudes (instrumental and affective), subjective norms (injunctive and descriptive), control perceptions (self-efficacy and controllability) and intentions toward sexting. Specific sexting beliefs (fun/carefree beliefs, perceived risks and relational expectations) were also measured and sexting behavior reported. Relationship status, instrumental attitude, injunctive norm, descriptive norm and self-efficacy were associated with sexting intentions. Relationship status, intentions and self-efficacy related to sexting behavior. Results provide insight into the social-cognitive factors related to individuals’ sexting behavior and bring us closer to understanding what beliefs predict the behavior.

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