A Short Version of the Occupational Self-Efficacy Scale: Structural and Construct Validity Across Five Countries

By T. Rigotti, B. Schyns, G. Mohr. 2008

620 citations recorded by the source corpus.

Occupational self-efficacy is an important resource for individuals in organizations. To be able to compare the occupational self-efficacy of employees across different countries, equivalent versions of the standard instruments need to be made available in different languages. In this article, the authors report on the structural and construct validity of an instrument that assesses occupational self-efficacy across five countries (Germany, Sweden, Belgium, United Kingdom, Spain), based on an overall sample of N =1,535. The instrument can be recommended for comparative use in German, Swedish, Belgian, Spanish, and British organizational contexts.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/4a8093cc278cc2d5cef1a849319b3834f318aa8c

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Examining the Intermediate Role of Employee Abilities, Motivation and Opportunities to Participate in the Relationship between HR Bundles and Employee Performance (2018, background): “…dimension can be defined as the knowledge, skills and abilities individual employees possess, and is closely linked to the occupational self-efficacy construct (Knies and Leisink, 2014), defined as employees’ assessment of their competences to successfully perform their jobs (Rigotti et al., 2008).”
Assessing Key Predictors of Career Success (2018, methodology): “Specifically, the CRQ factor soft skills should show a significant correlation with occupational self-efficacy (Rigotti et al., 2008), CRQ-career involvement with job involvement (Kanungo, 1982) and work role commitment (Amatea, Cross, Clark, & Bobby, 1986), CRQ-career clarity with career planning…”
Career adaptivity, adaptability, and adapting: A conceptual and empirical investigation (2015, background): “These items are part of the short version of the German-language occupational self-efficacy scale developed and validated by Rigotti et al. (2008).”
Examining occupational self-efficacy, work locus of control and communication as moderators of the job insecurity—job performance relationship (2010, background): “…study takes place in an occupational setting, we focus on a context-specific form of self-efficacy, namely occupational self-efficacy, defined as ‘the competence that a person feels concerning the ability to successfully fulfill the tasks involved in his or her job’ (Rigotti et al., 2008: 238).”
Career adaptability profiles and their relationship to adaptivity and adapting (2015, methodology): “Occupational self-efficacywas assessed with the short version of the German-language occupational self-efficacy scale developed by Rigotti, Schyns, and Mohr (2008).”
Calling and Career Preparation: Investigating Developmental Patterns and Temporal Precedence. (2013, methodology): “Rigotti et al. (2008) reported a scale reliability of α = .”
Career Engagement: Investigating Intraindividual Predictors of Weekly Fluctuations in Proactive Career Behaviors (2014, background): “In their evaluation studies (Rigotti et al., 2008), the authors of the scale have reported support for construct validity among large numbers of employees by showing positive relations to job satisfaction, organizational commitment, and job performance.”
Hope as a Resource for Self-Directed Career Management: Investigating Mediating Effects on Proactive Career Behaviors and Life and Job Satisfaction (2014, methodology): “Rigotti et al. (2008) reported a scale reliability of α = .”