Self-efficacy as a predictor of the individual's future links with the employing organization

Laércio André Gassen Balsan,Fernanda Binotto Vizzotto Balsan,Marcus Vinicius Nascimento Schleder,Vânia Medianeira Flores Costa,Antônio Virgílio Bittencourt Bastos

doi:10.5902/1983465943361

Laércio André Gassen Balsan, Fernanda Binotto Vizzotto Balsan + Show 3 more

Open Access

https://doi.org/10.5902/1983465943361

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Abstract

Purpose: This study analyzes the influence of the perception of self-efficacy on the commitment, entrenchment, and consent bonds that the individual will establish with the employing organization. Design/methodology/approach: This is a longitudinal panel-type survey composed of two data collections: one applied before the individual joined the organization, and the other applied nine months after joining the contracting company. Findings: The main results show the commitment established by individuals, with the contracting organization, can be predicted by the perceived self-efficacy of the individual measured before joining the organization. This suggested that the organization gives preference, at the time of hiring, to individuals with greater self-efficacy, as they will tend to develop higher commitment bond when compared to workers with lower self-efficacy. Besides the dispositional factors, other aspects arising from the individual/organization relationship will be involved in the development of the bond, and will be up to the company’s people management team to ensure adequate conditions for the building of a strong affective bond. Research limitations/implications: To better understand future linkage, other variables need to be tested to verify what are the main antecedents of the future linkage of the individual. A gap left here is the absence of data collection through interviews, which would enrich quantitative data, as well the addition of new variables not tested. Originality/value: Inserted in the efforts to predict how the new individual's future relationship with the employing institution will be, this study relates self-efficacy to future commitment, entrenchment, and consent, something that does not exist in the literature.

Highlights

The bonds established by individuals with the organization are fundamental to understand a series of behaviors favorable to organizational performance (Bastos et al, 2013)
Inserted in the efforts to predict how the new individual’s future relationship with the employing institution will be, this study relates self-efficacy to future commitment, entrenchment, and consent, something that does not exist in the literature
There is a gap to be filled, namely: What is the influence of perceived self-efficacy on the bonds that the individual will establish with the employing organization? To answer the research question, this study aims to analyze the influence of the perception of self-efficacy on the commitment, entrenchment, and consent bonds that the employee will establish with the organization

Summary

Introduction

The bonds established by individuals with the organization are fundamental to understand a series of behaviors favorable to organizational performance (Bastos et al, 2013). The three-dimensional model of bonds with the organization (Commitment, Entrenchment and Consent), proposed by Bastos (2009), Silva (2009), Silva and Bastos (2010), and Rodrigues (2009, 2011) is worked here, in which commitment involves the active contribution, extra effort, and commitment of the individual. Entrenchment is a form of protection, safety, stability, maintaining status quo, and avoiding other losses associated with your exit In this context, the bond established between individual and organization does not include desire, but a need (Rodrigues, 2009, 2011)

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