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We developed a focused, context-specific measure of sales self-efficacy and assessed its incremental validity against the broad Big 5 personality traits with department store salespersons, using (a) both a concurrent and a predictive design and (b) both objective sales measures and supervisory ratings of performance. We found that in the concurrent study, sales self-efficacy predicted objective and subjective measures of job performance more than did the Big 5 measures. Significant differences between the predictability of subjective and objective measures of performance were not observed. Predictive validity coefficients were generally lower than concurrent validity coefficients. The results suggest that there are different dynamics operating in concurrent and predictive designs and between broad and contextualized measures; they highlight the importance of distinguishing between these designs and measures in meta-analyses. The results also point to the value of focused, context-specific personality predictors in selection research.
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... It is connected with finding and maintaining an occupation that is satisfactory at that stage of life. Self-efficacy in this role is understood as the ability to seek out the most attractive job opportunities, cope with the employer's recruitment requirements, and effectively pass the selection process (Gupta et al. 2013;Lent and Brown 2008). Finally, being a homemaker is a role connected with the organization of an individual's household. ...
... The fundamental goals of the first survey were to calculate the discriminatory power indices for the items, to determine the (Clark 2013), solving mathematical tasks (Caprara et al. 2011), self-efficacy in learning chemistry (Aydin and Uzuntiryaki 2009), self-efficacy in sport (Feltz et al. 2008), sales self-efficacy (Gupta et al. 2013), entrepreneurial behavior (Chen et al. 2001;Łaguna 2013) Subjective Who is involved in achieving success; pertains to individual or collective self-efficacy independently, as a team, indirectly through someone (Bandura 2006, Lent et al. 2006Tasa et al. 2007;Wang et al. 2010) Class of events The extent to which the activity is spontaneous or premeditated ...
... According to Bandura (2011), one of the results of selfefficacy is improved self-esteem. Gupta et al. (2013) also stress the close link between self-efficacy and positive feelings. In our research, we found statistically-significant positive correlations between the new scale that we developed and Rosenberg's (1989) Self-Esteem Scale. ...
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Self-efficacy is widely regarded as a key factor in shaping one's own career. To date, self-efficacy has usually been measured on a one-dimensional basis without taking into account the interaction between the various social roles involved in career development. The social roles were described by Donald E. Super in his career development theory. Adopting this framework, we provide a questionnaire to simultaneously measure self-efficacy in Super's five described social roles. This work presents the development and validation of a new questionnaire entitled the Life Roles Self-Efficacy Scale (LRSES). The questionnaire has been developed based on a series of surveys: the first survey (N = 347) aimed to establish the exploratory factor analysis (EFA) and basic psychometric properties of the tool; the second survey (N = 494) aimed to verify the confirmatory factor analysis of the method (CFA) and reliability parameters with regard to a new sample; and the third survey (N = 109) explored the consistency of results over time. Statistical analysis confirmed this tool to be accurate for assessing one's self-efficacy in school-to-work transitions.
... For at least 50 years, researchers have acknowledged that personality is a proven predictor of success (Bailey, 2014). The traits include 'perceived employability', 'work-family balance' (Wille et al., 2013), and 'self-efficacy' (Gupta et al., 2013). Researchers, often in psychology, have questioned whether intrinsic traits such as self-efficacy can predict long-term career success (Wille et al., 2013;Gupta et al., 2013). ...
... The traits include 'perceived employability', 'work-family balance' (Wille et al., 2013), and 'self-efficacy' (Gupta et al., 2013). Researchers, often in psychology, have questioned whether intrinsic traits such as self-efficacy can predict long-term career success (Wille et al., 2013;Gupta et al., 2013). ...
... In Gupta et al. (2013) conducted research on 200 department store sales associates. The research compared self-efficacy and employees' judgements of their capabilities (Bandura, 1986, as cited in Gupta et al., 2013), with the big five personality traits to see which trait predicated on-the-job success. ...
... From a theoretical viewpoint, the importance of convergence and divergence perspectives provide new insights for the literature that, to date, uses either control system separately (e.g., Ahearne et al. 2013;Ahearne et al. 2010;Miao and Evans 2013;Wang, Dou, and Zhou 2012;. The focal study examines convergence and divergence, as well as the moderating role of self-efficacy and performance in amplifying the main effects (Brown, Jones, and Leigh 2005;Gupta, Ganster, and Kepes 2013). ...
... Previous research recognizes the main effect of salespeople's self-efficacy on sales outcomes (Ahearne, Mathieu, et al. 2005;Fu et al. 2010;Peterson 2020;Schmitz and Ganesan 2014;Vancouver, Thompson, and Williams 2001;Vancouver et al. 2002;Krishnan, Netemeyer, and Boles 2002), but the predominant focus is on the estimation of its prediction power (Wang and Netemeyer 2002). Additionally, self-efficacy has been used as a moderator in cognitive psychology and sales research (Brown, Ganesan, and Challagalla 2001;Saks 1995;Brown, Jones, and Leigh 2005;Gupta, Ganster, and Kepes 2013;Schmitz and Ganesan 2014). The theoretical reason for using self-efficacy as a moderator is because it is a personal trait that reflects the salesperson's confidence that they can achieve specific results (Bandura 1977), which could influence the statistical relationship between behaviorand outcome-based control convergence or divergence on sales performance. ...
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Preprint
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Foreword by Tim Judge. Preface. Individual Differences at Work. Methods to Assess Work Behaviour and Potential. Personality Testing in the Work Place. Types and Temperaments at Work. Personality Disorders at Work. Cognitive Ability at Work. Social and Emotional Intelligences at Work. Creativity at Work. Attitudes, Beliefs, Styles and Values at Work. Integrity and Honesty at Work. Competency at Work. Conclusion.
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