Self-Efficacy Theory

SELF-EFFICACY THEORYSELF-EFFICACY THEORY

SELF-EFFICACYSELF-EFFICACY

SELF-EFFICACY REFERS TO AN INDIVIDUAL’S SELF-EFFICACY REFERS TO AN INDIVIDUAL’S CONVICTIONS CONVICTIONS ABOUT HIS/HER ABILITIES TO ABOUT HIS/HER ABILITIES TO

MOBILIZE COGNITIVE, MOTIVATIONAL, AND MOBILIZE COGNITIVE, MOTIVATIONAL, AND BEHAVIORAL FACILITIES NEEDED TOBEHAVIORAL FACILITIES NEEDED TO

SUCCESSFULLY EXECUTE A SUCCESSFULLY EXECUTE A SPECIFIC TASKSPECIFIC TASK WITHIN A WITHIN A GIVEN CONTEXTGIVEN CONTEXT

The Psychological ProcessThe Psychological Process

1) Before they select their choices and initiate their effort, people tend to:Before they select their choices and initiate their effort, people tend to:• weigh, weigh,

• evaluate, and evaluate, and

• integrate information about their perceived capabilities.integrate information about their perceived capabilities.

2) Expectations of personal efficacy determine whether an individual's coping 2) Expectations of personal efficacy determine whether an individual's coping behavior will be:behavior will be:

• initiated, initiated,

• how much task-related effort will be expended, and how much task-related effort will be expended, and • how long that effort will be sustained despite disconfirming evidence.how long that effort will be sustained despite disconfirming evidence.

3) Especially relevant to human performance in organizations is that:3) Especially relevant to human performance in organizations is that:• employees who perceive themselves as highly efficacious will activate sufficient employees who perceive themselves as highly efficacious will activate sufficient

effort which, if well executed, produces successful outcomes. effort which, if well executed, produces successful outcomes.

• employees who perceive low self-efficacy are likely to cease their efforts prematurely employees who perceive low self-efficacy are likely to cease their efforts prematurely and fail on the task.and fail on the task.

Self-Efficacy DimensionsSelf-Efficacy Dimensions

1)1) The MThe Magnitudeagnitude of Self-Efficacy Expectations of Self-Efficacy Expectations

• which refers to the which refers to the level of task difficultylevel of task difficulty that a person believes he that a person believes he or she is capable of executing.or she is capable of executing.

2)2) The SThe Strengthtrength of Self-Efficacy Expectations of Self-Efficacy Expectations

• which refers to whether the judgment about magnitude is which refers to whether the judgment about magnitude is – strongstrong (perseverance in coping efforts despite disconfirming (perseverance in coping efforts despite disconfirming

experiences), or experiences), or

– weakweak (easily questioned in the face of difficulty). (easily questioned in the face of difficulty).

Self-Efficacy MeasurementSelf-Efficacy MeasurementA) Magnitude - Whether you believe that you are capable or not

(yes, no) of performing this task next time at each of the levels outlined in this scale. Please use column A for these responses.

B) Strength - How certain you are (0 - 100 %) about each yes/no response. For example, 0% would indicate no chance, whereas 100% would indicate absolute certainty. Please use column B for these responses.

Number of uses in 1 minute

Column A CAN DO (Y = yes) (N = no)

Column B CERTANTY

(0-100%)

I believe I can list 2 uses in 1 minute






Magnitude = Sum of YesMagnitude = Sum of Yes

Strength = Sum of certainty for the number of YesStrength = Sum of certainty for the number of Yes

Determinants of Self-EfficacyDeterminants of Self-Efficacy

Successful Past PerformanceSuccessful Past Performance

Provides the Strongest Information for Enhancing Efficacy Beliefs Provides the Strongest Information for Enhancing Efficacy Beliefs

Provides Direct Performance Information Provides Direct Performance Information

Leads to the Formation of More Accurate Efficacy JudgmentsLeads to the Formation of More Accurate Efficacy Judgments

ENACTIVE ENACTIVE MASTERYMASTERY


Observing Others Perform and Be Reinforced by a Similar TaskObserving Others Perform and Be Reinforced by a Similar Task

MODELINGMODELING

Behavioral ModelingBehavioral ModelingStrategy DevelopmentStrategy Development

Verbal PersuasionVerbal PersuasionGaining (Successful) Enactive MasteryGaining (Successful) Enactive Mastery

Increase in Self-efficacyIncrease in Self-efficacy

VICARIOUSVICARIOUSLEARNINGLEARNING


Verbal EncouragementVerbal Encouragement

by:by:

Credible (trustworthy) OthersCredible (trustworthy) Others

Expertise OthersExpertise Others

VERBALVERBALPERSUASIONPERSUASION


PHYSIOLOGICAL PHYSIOLOGICAL STATESTATE

Physical FatiguePhysical Fatigue

PSYCHOLOGICALPSYCHOLOGICALAROUSALAROUSAL

Vulnerability to Stress, Fear, AnxietyVulnerability to Stress, Fear, Anxiety

EMOTIONALEMOTIONALAROUSALAROUSAL

PA/NAPA/NA


EntityAcquirable Skill

ControllableUncontrollable

CONCEPTION OFCONCEPTION OFABILITYABILITY

CONTROLABILITYCONTROLABILITYOF THE TASKOF THE TASK

TAKE-HOME MESSAGETAKE-HOME MESSAGE

All Antecedents May Influence Self-Efficacy BeliefsAll Antecedents May Influence Self-Efficacy Beliefs

However, the Actual Impact of Any Relevant Information onHowever, the Actual Impact of Any Relevant Information on

Self-efficacy Will Depend on How It Is Self-efficacy Will Depend on How It Is

Cognitively EvaluatedCognitively Evaluated

In Other Words, Self-efficacy Beliefs Are Formed on theIn Other Words, Self-efficacy Beliefs Are Formed on the

Basis of Basis of Subjective Perceptions of RealitySubjective Perceptions of Reality Rather Than Rather Than

On Objective Situational DeterminantsOn Objective Situational Determinants

Work-Related Correlates of Work-Related Correlates of Self-EfficacySelf-Efficacy

High Self-efficacy Individuals Activate Adequate Cognitive High Self-efficacy Individuals Activate Adequate Cognitive Resources, Sufficient Effort, and Behaviors Which, If Well Resources, Sufficient Effort, and Behaviors Which, If Well

Executed, Produce Successful OutcomesExecuted, Produce Successful Outcomes

Those Who Perceive Low Levels of Self-efficacy Are More Likely to Those Who Perceive Low Levels of Self-efficacy Are More Likely to Not Even Make an Attempt, Cease Their Efforts Prematurely If Not Even Make an Attempt, Cease Their Efforts Prematurely If

They Do Make an Attempt, Fail on the Task, and Retain Self-They Do Make an Attempt, Fail on the Task, and Retain Self-debilitating Expectations About Their Personal Competencedebilitating Expectations About Their Personal Competence

Self-Efficacy Work CorrelatesSelf-Efficacy Work Correlates:

Managerial PerformanceManagerial Performance

SalesSales

Learning and Task Related AchievementLearning and Task Related Achievement

Job SearchJob Search

Research ProductivityResearch Productivity

Adaptability to Advanced TechnologyAdaptability to Advanced Technology

Career Choice and Academic Behavior Career Choice and Academic Behavior

Coping With Career Related EventsCoping With Career Related Events

Skill AcquisitionSkill Acquisition

Newcomer Adjustment to the Organizational SettingNewcomer Adjustment to the Organizational Setting

Naval Performance at SeaNaval Performance at Sea

The Latest Research on Self-EfficacyThe Latest Research on Self-Efficacy

Stajkovic & Luthans (1998). Self-efficacy and work-related task performance: A Stajkovic & Luthans (1998). Self-efficacy and work-related task performance: A meta-analysis. meta-analysis. Psychological BulletinPsychological Bulletin, 124, 240-261., 124, 240-261.

To Meta-analytically Aggregate and Analyze Individual Research Findings To Meta-analytically Aggregate and Analyze Individual Research Findings Pertaining to the Relationship Between Self-Efficacy and Work-Related Pertaining to the Relationship Between Self-Efficacy and Work-Related

Task PerformanceTask Performance

What is the average magnitude of the relationship between self-efficacy What is the average magnitude of the relationship between self-efficacy and task-performance? and task-performance?

Are there any study characteristics (moderators) that systematically Are there any study characteristics (moderators) that systematically moderate this relationship?moderate this relationship?

Stajkovic & Luthans (1998)Stajkovic & Luthans (1998)

The final sample consisted of:The final sample consisted of:

ss = = 114114 studiesstudiesk =k = 157157 correlation estimatescorrelation estimates

Total sample size N = 21,626Total sample size N = 21,626

The average sample size per correlation estimate was 138 subjectsThe average sample size per correlation estimate was 138 subjects

Stajkovic & Luthans (1998Stajkovic & Luthans (1998)

An average weighted correlation between self-efficacy and work-relatedperformance of (G)r = .38,,which transforms to an impressive 28 percent gain intask performance.

Importantly, for managing today’s human resources, this 28% increase in task

performance due to self-efficacy represents a greater gain than those obtained in

meta-analyses examining the effects on task performance of:

Goal-Setting (10.39%) (Wood et al., 1987),

Feedback Interventions (13.6%) (Kluger & DeNisi, 1996)

Organizational Behavior Modification (17%) (Stajkovic & Luthans, 1997)

Education

Self-Efficacy Theory