General and specific self-efficacy in the context of a training intervention to enhance performance expectancy

By Catherine E. Schwoerer, Douglas R. May, E. Hollensbe, Jennifer Mencl. 2005

155 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Public Health, Environmental and Occupational Health

View Paper: https://www.semanticscholar.org/paper/2ef1552a2db66731b4dcdc5917250f7ca5eb4494

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Fred Luthans
2. Gwendolyn M. Combs
3. James Avey
4. Bruce J. Avolio
5. Carolyn M. Youssef
6. Arnold B. Bakker
7. Fred Walumbwa
8. Steven M. Norman

In Organizational Behavior and Human Resource Management

1. Gwendolyn M. Combs
2. Fred Luthans
3. James Avey
4. Bruce J. Avolio
5. Carolyn M. Youssef
6. Arnold B. Bakker
7. Carolyn M. Youssef-Morgan
8. Wilmar B. Schaufeli

Citations in the corpus

• The influence of Character: Does Personality Impact Coaching Success? (2008, unknown): “General self efficacy, which is said to arise from the accumulation of an individual's past experiences with success and failure (Sherer et al, 1982), is conceived of as a relatively stable, individual differences construct (Schwoerer et al, 2005).”
• Diversity Training: Analysis of the Impact of Self-Efficacy (2007, background): “Positioning diversity training effectiveness within the context of the established self-efficacy-performance relationship (Eden & Zuk, 1995; Schwoerer et al., 2005; Stajkovic & Luthans, 1998a) begins to delineate specific trainee factors that may affect diversity training outcomes.”