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Social cognitive theory and self-efficacy: Going Beyond traditional motivational and behavioral approaches
Abstract
The purpose of this report is to offer social cognitive theory (SCT) and its derivative construct of self-efficacy as an extension of traditional management approaches, that will lead to both a better understanding in the modern workplace and more effective management of human performance. SCT explains organizational behavior in terms of the reciprocal causation among the employee (unique personality characteristics), the environment (perceived consequences from the organizational environment, such as pay for performance), and the behavior itself (previous successful performances). Because of these combined reciprocal influences, employees are at the same time both products and producers of their personality, their behaviors, and their respective environments. The authors suggest that the implications that self-efficacy may have for employee performance in organizations can no longer be ignored by practicing managers. They contend that while traditional motivational and behavioral management approaches are still relevant, expanding the behavioral management approach with SCT and self-efficacy will lead to the more comprehensive understanding and effective management of today's human resources. This article is offered as a point of departure for achieving this objective. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... Self-efficacy didasari pada keyakinan individu (atau kepercayaan diri) tentang kapasitasnya untuk menggerakan dan memacu motivasi, sumber daya kognitif, dan perbuatan yang dibutuhkan untuk mencapai keberhasilan dalam bertindak atas kegiatan dan konteks tertentu (Luthans & Stajkovic, 1998). Tingkat self-efficacy yang tinggi menumbuhkan keyakinan individu bahwa ia dapat mempengaruhi situasi menuju hasil yang diperlukan atau diinginkan, terutama dalam menghadapi risiko. ...
... Namun penugasan yang memiliki tingkat kesulitan rendah, auditor akan yakin untuk memberikan audit judgment yang baik (Narayana & Juliarsa, 2016). Tingginya derajat self-efficacy yang dimiliki oleh individu akan memberikan tendensi untuk lebih mempertimbangkan serta menilai kembali sikap atau aksi akan dilakukan serta menggabungkan seluruh kemampuannya pada saat melakukan pilihan sikap/aksi mereka pada suatu kegiatan (Luthans & Stajkovic, 1998). Auditor yang menganggap diri mereka memiliki kepercayaan atau keyakinan yang baik akan menggerakan seluruh upaya yang memadai agar mendapatkan kesuksesan dalam hasil. ...
Kegagalan audit merupakan hal yang sangat merugikan dalam hal pengelolaan keuangan. Kegagalan audit tersebut dapat disebabkan oleh independensi auditor, perilaku tidak etis, dan kurangnya tata kelola perusahaan. Di Indonesia saat ini masih saja terjadi permasalahan yang timbul karena kegagalan audit yang menimbulkan stigma buruk dari masyarakat yang menyebabkan kepercayaan atas kemampuan profesi akuntan dalam menerapkan standar etika profesi diragukan. Tujuan penelitian ini secara umum adalah untuk mendapatkan bukti empiris dan menganalisis pengaruh self-efficacy dan indepedensi yang berpengaruh terhadap audit judgment yang dimoderasi oleh kompleksitas tugas. Auditor BPKP Perwakilan Provinsi Jawa Timur menjadi responden dalam memperoleh data primer penelitian. Pengukuran atas jawaban pertanyaan kuesioner menggunakan skala likert 1-7 dengan model Partial Least Square (PLS)-Structural Equation Modelling (SEM) serta penggunaan aplikasi SmartPLS. Hasil penelitian berdasarkan 76 auditor menunjukkan bahwa Self-Efficacy dan Independensi berpengaruh positif signifikan terhadap audit judgment. Variabel moderasi berupa kompleksitas tugas menunjukkan bahwa tidak dapat memoderasi pengaruh self-efficacy dan independensi terhadap audit judgment. Hasil penelitian ini diharapkan memberikan masukan kepada pada pemegang kepentingan untuk memutuskan kebijakan terutama untuk bidang pengawasan/audit.
... This assumption supports the tenet that individuals can learn behaviours vicariously and through social modelling. In addition, SCT assumes that cognitive processes, including individual values, beliefs and self-efficacy, are crucial drivers of behaviour (Gielnik et al., 2020;Stajkovic and Luthans, 1998). This assumption aligns with the tenet that individual characteristics and cognitive processes shape behaviour. ...
Despite a proliferation of literature exploring and testing marketing measures to overcome consumer barriers towards ugly produce, acceptance of it and the adoption of sustainable behaviours remain far from unanimous. The current research explores the role of an #imperfect-produce Instagram community in fostering shared knowledge and beliefs that establish positive social norms towards ugly produce. We employed a non-random sampling methodology to analyse the #imperfect-produce community on Instagram, chosen for its active and abundant nature in documenting visually imperfect produce. Following a comprehensive inclusion/exclusion criterion, we collected a sample of posts spanning May 2021 to May 2023 and conducted a thematic approach to analyse the data through manual sifting and coding. Four themes of shared content emerged within the hashtag thread, highlighting distinct unidirectional causal relationships among the three factors (Behavioural, Personal and Environmental) of social cognitive theory (SCT). The findings indicate that online communities formed by like-minded individuals create supportive communities that normalise sustainable behaviours and encourage social modelling. This research offers managers and marketers valuable insights into leveraging online communities and provides a foundation for future research. It also addresses a critical gap in SCT literature, which has previously neglected the impact of contextual factors.
... Having these expectations allows people to anticipate the outcomes of their actions. The SCT advocates imitating most behavior [79]. According to Venkatesh and colleagues' findings, the Social Cognitive Theory (SCT) is an important human behavior theory. ...
The use of information systems and modern technologies is crucial for any business nowadays. Thus, several models and hypotheses concerning the acceptability of technological innovations have emerged. Several models were discovered via research to introduce the aspects contributing to the information system's success. The researchers examined and evaluated 15 models and theories of technology adoption at the individual level through a theoretical lens grounded in the literature. Throughout the assessment, the models that rely heavily on assumptions are highlighted. The present study will summarize the weaknesses and virtues of these models and ideas.
The aim of this study was to determine the relationship between transformational leadership, psychological capital and job satisfaction regarding the mediating effects of work engagement among nurses in Tabriz hospitals. This study was conducted with a correlational method. Therefore, 302 people from the population of nurses in Tabriz hospitals were selected by purposeful method. Data were collected by Boyle et al.'s (2018) transformational leadership questionnaire, Dai et al.'s (2019) work engagement Scale, Kim et al.'s (2018) psychological capital inventory as well as Jensen et al.'s (2017) job satisfaction scale. Data were analyzed by structural equation modeling in Smart PLS software. Findings showed that work engagement could significantly mediate the relationship between transformational leadership and psychological capital with job satisfaction. Accordingly, transformational leadership psychological capital had a positive relationship with work engagement as well as with job satisfaction. These findings had practical implications and discussions of the implications of the study findings are presented.
This paper develops proposed vision for enhancing psychological capital management as a gateway to achieving competitive advantage in Arab universities. The descriptive approach and prospective analysis approach are used to achieve the research objectives. The questionnaire is used as a research instrument. The research sample consists of (513) faculty members randomly selected and 199 experts selected using the stratified purposeful sampling method. The findings indicate that the overall mean of the reality of availability of psychological capital is (3.49) with a medium degree for all dimensions, as the highest dimension is resilience with (3.56) while the lowest dimension is hope with (3.43). The results also show there is a consensus among experts on the mechanisms for enhancing the management of psychological capital in Arab universities, as all dimensions achieve a high degree, as follows: hope (4.94), self-efficacy (4.87), self-resilience (4.86), and optimism (4.85). Given these results, the research develops a vision to enhance the management of psychological capital in Arab universities as a gateway to achieving competitive advantage including its objectives, starting points, elements, implementation requirements, implementation stages, those responsible for implementing the proposed vision, and obstacles to its implementation and methods to overcome.
Of the 260 responses from a survey of European multinationals, 94% believed that knowledge management requires employees to share what they know with others within the organization (Murray, 1999). Among the processes of knowledge management—creation, sharing, utilization and accumulation of knowledge—sharing is what differentiates organizational knowledge management from individual learning or knowledge acquisition. However, the process of sharing knowledge is often unnatural to many. Individuals will not share knowledge that is regarded to be of high value and importance. In fact, the natural tendency for individuals is to hoard knowledge or look suspiciously at the knowledge of others. Thus, incentive schemes—where employees receive incentives as a form of compensation for their contributions—are common programs in many organizations. Such schemes have met their fair share of success as well as failure in the field of knowledge management. On the one hand, the carrot and stick principle used in Siemens’ ShareNet project turned out to be a success (Ewing & Keenan, 2001). On the other hand, the redemption points used in Samsung Life Insurance’s Knowledge Mileage Program only resulted in the increasingly selfish behavior of its employees (Hyoung & Moon, 2002). Furthermore, despite the plethora of research on factors affecting knowledge sharing behavior, little concerns discovering effective ways to encourage individuals to voluntarily share their knowledge. Early studies on knowledge management began by trying to discover key factors pertaining to knowledge management in general, instead of knowledge sharing in particular, as summarized in Table 1. Although research on knowledge sharing started around the mid 1990s, it focused mainly on knowledge sharing at the group or organizational level in spite of the fact that knowledge itself actually originates from the individual. Even at the group or organizational level, most studies dealt with a specific knowledge type, such as best practices (Szulanski, 1996) or a specific context, such as between dispersed teams (Tsai, 2002). In addition, factors such as trust, willingness to share, information about the knowledge holder, and the level of codification of knowledge were considered in abstract. Although these factors are valuable, they require further empirical research before they could be used to explain the individual’s fundamental motivation to share knowledge. Thus, this study aims to develop an understanding of the factors that support or constrain the individual’s knowledge sharing behavior in the organization, with a special interest in the role of rewards. This is done according to Fishbein and Ajzen’s (1975) Theory of Reasoned Action (TRA), a widely accepted social psychology model that is used to explain almost any human behavior (Ajzen & Fishbein, 1980).
Günümüzde baş döndürücü hızla gelişen bilim ve teknoloji ile birlikte bireylerin bu hıza ayak uydurabilmelerini sağlayacak bilgiyi; yorumlamaya, günlük yaşantılarına aktaracak becerilere sahip olmaları gerekmektedir(Siebert, 2000). Bu becerilere sahip bireylerin nitelikli öğretim koşullarına, günlük yaşantılara dayalı eğitim-öğretim ortamlarının varlığına sahip olmaları şarttır. Bu ortamları sağlayan ortamlardan biri de matematiksel modelleme sürecidir. Öğrencilerin matematiksel modellemedeki başarısı, öğrencilerin özyeterlik inancı ile yakından ilişkilidir. Bu bağlamda yapılan çalışmada, ortaokul düzeyinde öğrencilere yönelik matematiksel modelleme özyeterlik ölçeği uyarlama çalışması gerçekleştirilmiştir. Ölçek 253 öğrenciye uyarlanmış ve doğrulayıcı faktör analizi yapılmıştır. Elde edilen sonuçlarda, kullanılan ölçeğin 17 madde içeren tek faktörlü bir yapısı olduğu saptanmıştır. Ayrıca, ölçekten elde edilen puanların güvenirlik değeri (Croanbach α= 0,89) yeterli bulunmuştur. Analiz sonucunda elde edilen değerlerden, χ2/df değerinin 5'ten düşük olması, AGFI ve GFI değerlerinin 0,85'ten büyük olması ve RMSEA değerinin 0,08'den düşük olması uyum indeksleri açısından model uyumunun varlığını göstermektedir. Sonuç olarak, matematiksel modelleme özyeterlik ölçeği'nin ortaokul öğrencileri için geçerli ve uygun bir ölçek olduğu belirlenmiştir.
Every individual will go through an exploration stage in their career where individuals still consider their talents, interests and educational background for their careers. There are career obstacles faced by individuals at the beginning of their careers, encouraging them to have career adaptability skills. This research is a correlational quantitative study that aims to determine the relationship between psychological capital and career adaptability at the beginning of the career of members of Dit Samapta Polda. Subjects in this study were 203 members, aged 19-23 years. This study used two measuring instruments, Psychological Capital Questionnaire Scale (PCQ) and the Career Adapt-Ability Scale (CAAS). Based on the correlation analysis using Rank Spearman, it was found that there was a positive and significant relationship between psychological capital and career adaptability with (ρ = 0,433) and sig. (2-tailed) = (0,000) so that the higher the psychological capital, the higher the career adaptability.
This study examines the complex relationships between Psychological Capital, family business, ownership, gender, and firm performance during the COVID-19 pandemic. The study examines the effects of these variables on firm performance and explores the empirical interaction effects. The findings reveal that Psychological Capital positively influences firm performance, supporting the hypothesis that owners with higher Psychological Capital contribute to better business outcomes. Additionally, family business and ownership significantly impact firm performance, indicating that family involvement and concentrated ownership drive organizational success. Surprisingly, the results indicate a negative impact of gender on firm performance, suggesting that firms managed by women are perceived as less successful. The study also explores the interaction effects and finds that the positive relationship between Psychological Capital and firm performance is amplified in family businesses. However, gender does not moderate this relationship, indicating that women Owners face challenges in translating their Psychological Capital into firm performance in the emerging economy of Ecuador. The results provide insights into the complex dynamics within family businesses and underline the need to address gender disparities and promote inclusive Ownership practices. Implications are discussed.
Compared 5 ways of operationalizing self-efficacy that are commonly found in the literature and assessed the antecedents and consequences of self-efficacy on the basis of A. Bandura's (1986) conceptualization. Results indicate that measuring self-efficacy by using a task-specific, 1-item confidence rating showed the lowest convergent validity with the other self-efficacy operationalizations and showed the least consistency in its correlation with the hypothesized self-efficacy antecedents and outcomes. Furthermore, self-efficacy magnitude and self-efficacy strength (combining all the certainty answers) appeared to be inferior to self-efficacy composites based on combining only the strength items where the magnitude response was "yes, I can perform at that level." (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Manipulated self-efficacy and task strategies in the training of 209 undergraduates under high strategy, low strategy, and control conditions. Ss underwent 5 trials and were administered a self-efficacy scale after each trial. Results show that ability, past performance, and self-efficacy were the major predictors of goal choice. Ability, self-efficacy, goals, and task strategies were related to task performance. Self-efficacy was more strongly related to past performance than to future performance but remained a significant predictor of future performance even when past performance was controlled. Self-efficacy ratings for moderate to difficult levels of performance were the best predictors of future performance; a reanalysis of 2 previous goal-setting studies by the first author confirms this finding. (19 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This commentary addresses misconceptions concerning perceived self-efficacy contained in the article by Eastman and Marzillier. People who regard themselves as highly efficacious act, think, and feel differently from those who perceive themselves as inefficacious. Self-percepts of efficacy thus contribute significantly to performance accomplishments rather than residing in the host organism simply as inert predictors of behaviors to come. A substantial body of converging evidence is reviewed, lending validity to the proposition that perceived self-efficacy operates as one common mechanism through which diverse influences affect human action, thought, and affective arousal.
The uncritical acceptance of Maslow's need hierarchy theory despite the lack of empirical evidence is discussed and the need for a review of recent empirical evidence is emphasized. A review of ten factor-analytic and three ranking studies testing Maslow's theory showed only partial support for the concept of need hierarchy. A large number of cross-sectional studies showed no clear evidence for Maslow's deprivation/domination proposition except with regard to self-actualization. Longitudinal studies testing Maslow's gratification/activation proposition showed no support, and the limited support received from cross-sectional studies is questionable due to numerous measurement problems. The difficulties with testing the theory are discussed and the conceptual, methodological, and measurement problems of the studies reviewed are detailed. The implications of the findings and future directions for research are outlined.