Cultivate Self‐efficacy for Personal and Organizational Effectiveness

By A. Bandura. 2015

817 citations recorded by the source corpus.

Subfields: Clinical Psychology, Education, Social Psychology

View Paper: https://www.semanticscholar.org/paper/800979161bffd5b8534bf7874f1eefec531ccda3

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In Clinical Psychology

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Citations in the corpus

Stemming the tide: Predicting women engineers' intentions to leave ☆ (2013, methodology): “Consistent with recommendations in constructing outcome expectations scales (e.g., Bandura, 2004; Fouad & Guillen, 2006; Lent & Brown, 2006), we included items about outcomes from the perspective of others (co-workers, managers), self-evaluation, and material goods, such as receiving raises for…”
What Makes Us Enthusiastic, Angry, Feeling at Rest or Worried? Development and Validation of an Affective Work Events Taxonomy Using Concept Mapping Methodology (2015, background): “Hence, employees would benefit from a positive organizational climate that emphasizes development and learning (Bandura 2000).”
Enhancing Social Entrepreneurial Intentions through Entrepreneurial Creativity: A Comparative Study Between Taiwan and Hong Kong (2018, background): “Self-efficacy refers to a psychological state wherein one possesses self-confidence to succeed in specific situations or accomplish a task (Bandura, 2000; Mueller & Dato-On, 2008).”
Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination (2018, background): “…high self-efficacy because they trust in their organization to remove setbacks as much as possible, facilitating the persistency of efforts, cooperation, coordination, and perseverance in the activities/roles/tasks (Bandura, 2009; Breuer, Huffmeier, & Hertel, 2016; Costa, Fulmer, & Anderson, 2017).”
Impact of psychological capital on innovative performance and job stress (2015, background): “In a meta-analytic study, Stajkovic & Luthans (1998a) found that self-efficacy had a strong positive relationship with work-related performance (also see; Bandura, 2000; Bandura & Locke, 2003) even in the absence of feedback (Judge, Jackson, Shaw, Scott, & Rich, 2007).”
Does self-efficacy matter for burnout and sickness absenteeism? The mediating role of demands and resources at the individual and team levels (2013, background): “According to SCT, self-efficacy makes a difference not only to how people feel and act, but also to how they actively shape the meaning ascribed to situational characteristics (Bandura, 2000).”
Locus of control and the labor market (2015, neutral): “Whatever other factors may operate as motivators, they are rooted in the core belief that one has the power to produce the desired results (Bandura 2000, p.120).”
Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, background): “Organisations with self-efficacy underpinning their HRM practices tend to enjoy enhanced organisational functioning through reduced stress, burnout and turnover, and increased productivity, innovation and engagement (Bandura, 2000).”
How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support (2017, background): “…out that efficacious individuals have high intrinsic motivation (Gong, Huang, & Farh, 2009), confidence to deal with challenging situations (Deci & Ryan, 2000), are resourceful (Bandura, 2000) and creative (Amabile, 1996; Tierney & Farmer, 2002); thus, they may exhibit innovative work behavior.”