Employee Self-efficacy Research Articles

Investigating the linkage between knowledge sharing attitude, self-efficacy, and behavior in Bangladeshi information technology sector: Knowledge sharing intention as a mediator.

The research aims to investigate how employees' knowledge-sharing behavior (KSB) is affected by knowledge-sharing attitude (KSA) and knowledge-sharing self-efficacy (KSSE) when knowledge-sharing intention (KSI) is a mediator at IT companies in Bangladesh, using the widely accepted Theory of Planned Behavior as the underlying research framework. This investigation is explanatory in nature which emphasizes on the link among variables and follows quantitative research method. Data was assembled in google form applying convenience sampling from 295 employees working in seven IT companies of Bangladesh. The data was statistically analyzed by using partial least square-structural equation model (PLS-SEM) method. The results revealed that knowledge sharing attitude and knowledge sharing self-efficacy of employees' significantly affect their knowledge sharing intention and knowledge sharing behavior. Furthermore, there is a mediating impact on the relationship between knowledge sharing attitude and knowledge sharing behavior, and knowledge sharing self-efficacy and knowledge sharing behavior when knowledge sharing intention plays as a mediator. This paper contributes to existing literature regarding knowledge sharing intention and knowledge sharing behavior and offers policymakers an understanding on knowledge sharing attitude and knowledge sharing self-efficacy that driving knowledge sharing behavior among Bangladeshi IT personnel to achieve desired organizational goals.

When differentiated empowering leadership improves team identification and individual work engagement: the combined roles of performance basis, team-member exchange, and employee self-efficacy

When differentiated empowering leadership improves team identification and individual work engagement: the combined roles of performance basis, team-member exchange, and employee self-efficacy

How Green Transformational Leaders Trigger Environmental Performance? Unleashing the Missing Links Through Green Self-Efficacy, Green Empowerment, and Green Training of Employees

This study looks into how companies react to and adjust to shifting social and environmental factors. A comprehensive model is put forth and empirically tested using data from the pharmaceutical business, utilizing the dynamic capabilities theory perspective. An investigation is conducted into the factors that explain and influence the relationship between environmental performance (EP) and green transformational leaders (GTLs). Green empowerment and efficacy are suggested as potential explanators and green training is regarded as a prerequisite. A total of 247 managers employed by pharmaceutical companies provided data for the analysis of the suggested model. The analysis methods employed were PROCESS Macro and Structure Equation Modeling (SEM). The findings show that green transformational leaders have an insignificant direct influence on environmental performance but a significant indirect impact. This relationship is significantly mediated by green empowerment and self-efficacy and moderated by green training.

Does subordinate moqi ignite employee creativity? The role of self-efficacy and face consciousness

Purpose Drawing on the self-concept-based theory, this study aims to consider subordinate moqi as a source of forming self-concept to develop a conceptual model to examine the relationships between subordinate moqi and employee creativity, including self-efficacy as a mediator and face consciousness as a moderator. Design/methodology/approach An online survey was conducted and 188 subordinate-supervisor paired samples were collected in China. This paper applied the multiple linear regression method to test the proposed hypotheses. Findings Results show that subordinate moqi is positively related to employee creativity, and employee self-efficacy mediates the positive relationship between subordinate moqi and employee creativity. Additionally, face consciousness moderates the positive effect of self-efficacy on employee creativity and the indirect effect of subordinate moqi on employee creativity via employee self-efficacy. Practical implications These findings suggest that employees, managers and organizations should foster subordinate moqi, especially for the managers whose subordinates have low-level creativity. Moreover, fostering subordinate moqi can enhancing employee self-efficacy and further promote employee creativity. Additionally, our findings show the moderating role of face consciousness. That is, face consciousness can be regarded as a management tool to inspire employees’ intrinsic motivation to achieve goal tasks. Especially in the Chinese context, the face culture is quite prominent. Originality/value The findings provide empirical evidence on how and when subordinate moqi promote employee creativity. This study enriches our understanding of subordinate moqi.

How Recreational Therapists with a Disability Perceive Their Current Workplace: Perception of Climate of Inclusion, Self-Advocacy, and Occupational Self-Efficacy

High perceived levels of climate of inclusion, occupation-al self-efficacy, and self-advocacy skills in employees are beneficial to employers. Yet, it is unclear how recreational therapists with disabilities perceive their workplace's cli-mate of inclusion as well as their own self-advocacy skills and occupational self-efficacy. Therefore, the purpose of this study was two-fold: (a) to investigate the extent to which Certified Therapeutic Recreation Specialists (CTRSs) with a disabling condition perceive climate of inclusion, self-advocacy, and occupational self-advocacy in their current workplace; and (b) to explore if there are associations between climate of inclusion, self-advocacy, and occupational self-efficacy in the workplace. A con-venience sample of 77 CTRSs who identified as having a disability participated in this study. Results indicated that participants were neutral regarding the climate of inclusion at their current workplaces, are confident with their self-advocacy skills at work, and perceive their occupational self-efficacy levels to be fairly high. There are also positive associations between the three concepts of climate of inclusion, self-advocacy, and occupational self-efficacy. Future research is needed to better understand the neu-trality recreational therapists with disabilities perceive of their workplace as well as to conduct more robust studies.

The Mediating Effect of Organizational Citizenship Behaviour on Relationship Between Self Efficacy and Employee Performance

This study examined the impact of self-efficacy on employee performance, specifically through organizational citizenship behavior. The goal was to understand how these factors influenced employee performance, considering that work often went beyond job descriptions. The study used a quantitative approach, with the population drawn from the employees of PT SIER, and purposive sampling was employed to select participants from the Development and PIER Area divisions. Data were collected through a questionnaire based on indicators of each research variable and analyzed using SmartPLS software. The findings revealed that self-efficacy directly affected employee performance, while self efficacy has indirect influence on employee performance when through organizational citizenship behavior. Overall, this research highlighted the significance of enhancing employee self-efficacy to improve performance in the modern workplace.

How CEO transformational leadership promotes firm innovation: mediating role of collective task self-efficacy

PurposeInnovative capabilities are essential for the survival and development of an organization. Previous studies have found a positive relationship between CEO transformational leadership (CEOTFL) and firm innovation. However, limited studies have endeavored to investigate the relationship between CEOTFL and firm innovation through the cognition and attitudes of the ordinary employees, despite their significant role in corporate innovation. Existing TFL literature has predominantly concentrated on “the close relationships” between leaders and their immediate subordinates, leaving the remote influence of CEOTFL on ordinary employees under-researched. Therefore, the current study aims to explain the relationship between CEOTFL and firm innovation from a micro-level perspective.Design/methodology/approachMultilevel and multi-sourced data from 1,627 employees across 145 firms was used to test the hypotheses in this study.FindingsThe results indicate that CEOTFL can enhance firm innovation by enhancing the collective task self-efficacy of regular employees. Moreover, this effect is not observed when employees are exposed to a low level of work–life balance practices.Practical implicationsThe findings suggest that CEOs can perform increased TFL to promote firm innovation. It is recommended that CEOs demonstrate their TFL not only to their direct subordinates but also to regular employees using various methods, such as participating in corporate activities with employees, delivering public speeches and sending emails to employees. Meanwhile, the HRM system should consistently align with the CEO’s leadership approach within the organization.Social implicationsThis study strengthens the importance of ordinary employees and their contribution to firm innovation.Originality/valueThe present study contributes to the literature on the micro-foundations of the relationship between CEOTFL and firm innovation by considering ordinary employee reactions as a mediator. Furthermore, this study enriches the CEOTFL literature by investigating the distant influence of CEOTFL on rank-and-file employees through the lens of social cognitive theory. Additionally, the authors expand cue consistency theory to the realms of CEO leadership and HRM literature by integrating CEOTFL and work–life balance practices into a unified model. The findings reveal the importance of coordination between CEO leadership and HRM systems within an organization. The inclusion of Chinese sample data in this study augments the cultural diversity of the sample within the CEOTFL literature.

The two faces of Artificial Intelligence (AI): Analyzing how AI usage shapes employee behaviors in the hospitality industry

AI has become a critical technology driving societal advancement and impacting various sectors, including hospitality. Technology has social attributes, and employees play a major role in its application. Exploring the impact of AI usage on employee behaviors is essential. Drawing on the conservation of resources theory and the approach/avoidance systems theory, this study constructs a dual-path model to explore the effect of AI usage on employee behaviors. Data from 280 hotel employees in China were collected at three time points. Results show that AI usage enhance technological self-efficacy of employees, thereby promoting prosocial service behavior. Conversely, it could also induce workplace anxiety of employees, consequently leading to work withdrawal behavior. An approach orientation amplified the impact of AI usage on technological self-efficacy, while an avoidance orientation heightened the impact of AI usage on workplace anxiety. The study discussed the theoretical and practical implications and offers suggestions for future research.

Self-efficacy dan Employability: Peran Mediasi Achievement Motivation pada Mahasiswa Tingkat Akhir yang akan Memasuki Dunia Kerja

This research aims to find the influence of self-efficacy and achievement motivation on employability. This research is causal research with cross-sectional data. The respondents used were 95 final-year students in the Faculty of Economics and Business, Universitas Negeri Padang who were chosen using the cluster proportional random sampling technique. Data collection using a questionnaire with a Likert Scale. The data was then analyzed using SmartPLS 4 software. The results of data processing in this research indicate that: (1) self-efficacy has a positive and significant effect on employability (2) self-efficacy has a positive and significant effect on achievement motivation (3) achievement motivation has a positive and significant effect on employability (4) achievement motivation has a positive and significant effect on employability through achievement motivation.

Self-efficacy and Career Adaptability in Early Career employees

<p><strong>Abstract. </strong>Every company strives to increase efficiency and effectiveness to adapt to competitive developments. One of the efforts made is to prepare employees to compete at work. Career adaptability is necessary for employees to support effective performance, especially for early career employees. Therefore, early career employees need good self-efficacy to support career adaptability. This research aims to determine the relationship between self-efficacy and career adaptability in early-career employees at PT. XYZ. The method used is quantitative with a simple correlational design. Data collection used non-probability sampling with a saturated sampling technique, carried out using a Google form distributed to all PT. XYZ. The research scale consists of the General Self-Efficacy Scale (α =0.932) and the Career Adapt-Abilities Scale (α= 0.969). The Spearman Rho correlation test obtained a coefficient value of 0.841 with p(Sig.) = 0.000 (p<0.01) shows that self-efficacy positively relates to career adaptability in early-career employees. Research on self-efficacy and career adaptability in early career employees is expected to provide important information that can be used to improve employee development practices, organizational policies, and future academic literature.</p><strong><em>Keywords: </em></strong><em>Self-efficacy; Career Adaptability; Early Career</em>

Green Entrepreneurial Self-Efficacy And Its Outcomes: The Mediating Role Of The Attitude Towards Entrepreneurship

The objective of this research is to investigate the correlation between green entrepreneurial self-efficacy (GESE) and its outcomes, which include innovative work behavior (IWB) and entrepreneurial intention (EI). Specifically, the study will focus on the meditating effect of attitude towards entrepreneurship (ATE) using the framework of theory of planned behavior (TPB). Data was collected from 307 employees working in SMEs related to the textile industry in Pakistan. M+ is used to test the research model. The research findings indicated that individuals' belief in their ability to succeed as green entrepreneurs had a beneficial effect on their inclination to engage in creative work practices and pursue entrepreneurial endeavors. Moreover, the attitude towards entrepreneurship served as a mediator in the connection between green entrepreneurial self-efficacy and its resulting effects, namely creative work behavior and entrepreneurial intention. Green entrepreneurial self-efficacy is the belief in one's ability to successfully engage in environmentally sustainable entrepreneurial activities. This study suggests that green entrepreneurial self-efficacy can be an effective tool for managers to induce entrepreneurial intention and innovative work behavior. This research added to green self-efficacy, innovation, and entrepreneurial literature and provided understandings into how managers could enhance the green entrepreneurial self-efficacy of employees to boost innovative work behavior and entrepreneurial intention.

Pengaruh Knowledge Self-Efficacy, Rewards terhadap Online Knowledge Sharing Behavior: dengan Dimoderasi oleh Organizational Innovation

<p><em>In the era of digitalization that is growing continuously, sharing knowledge online is one of the keys to developing innovation. Companies must also compete in increasing competitiveness because competition is getting tougher, so companies need to find ways to make company activities more effective and efficient in increasing innovation. One way is to implement online knowledge sharing, this research provides important understanding in understanding the factors that influence online knowledge sharing behavior such as knowledge self-efficacy, extrinsic and intrinsic rewards. This study uses a minimum sample of 45 samples from PT XYZ employees, but all 50 employees are willing to fill out statements in the questionnaire provided, this research uses a quantitative approach with a comparative causal research method and data collection is carried out through a questionnaire with Likert scale measurements distributed via Google Form. Then the researcher also conducted data analysis techniques using 2 tests, namely the outer model test and also the inner model using SmartPls 3 software. The results of this study indicate that the extrinsic reward variable has a significant effect on online knowledge sharing behavior, which means that the company has succeeded in implementing extrinsic rewards for employees in the implementation of online knowledge sharing. However, the variables of knowledge self-efficacy, intrinsic reward do not have a significant effect, employees also do not have sufficient self-efficacy to carry out knowledge sharing and the level of self-efficacy of employees is also not high in general, and employees feel that intrinsic rewards are not enough to motivate them to do online knowledge sharing, intrinsic rewards given by superiors or coworkers are also still insufficient, and organizational innovation does not have a strong influence in moderating all existing variables.</em></p>

Implementasi Perilaku Kewarganegaraan Sebagai Mediasi Pengaruh Keterikatan Pegawai, Efikasi Diri Terhadap Kinearj Karyawan Pada PT Application Solutions

<p><em>Human resources are an important asset in a company, because human resources determine the success of a company. Human resource management and improving human resource performance have become the main focus of every company to encourage competitiveness in the future. A high-performing employee can make a significant contribution to achieving organizational goals. Currently, many companies have paid attention to factors to improve employee performance, including employee engagement and employee self-efficacy. This research aims to analyze the influence of employee engagement (X1) and self-efficacy (X2) through organizational citizenship behavior (OCB) (Z) as a mediating variable on the performance (Y) of PT Application Solutions employees. The research population included 115 employees, and the sampling technique used was a saturated sample, involving the entire population of PT Application Solutions. Data analysis in this research was carried out using the Partial Least Square (PLS) method with the support of SmartPLS 4 software. The findings indicate that, although the employee engagement variable has a positive influence, it does not reach a level of significance on employee performance. Additionally, employee engagement has a positive and significant influence on Organizational Citizenship Behavior (OCB). Furthermore, the self-efficacy variable has a positive and significant influence on employee performance and OCB. There is a positive and significant influence of the OCB variable on employee performance. Moreover, the OCB variable succeeded in being an effective mediator, connecting employee engagement and self-efficacy to employee performance, providing a positive and significant impact.</em></p>

The relationship between general self-efficacy and income of Chinese employees: Emotion as a mediator

I examined the relationship between general self-efficacy and the income of Chinese employees, and the mediating role of emotion in this relationship. Analysis of data obtained in a survey of 209 employees in Shanghai revealed that general self-efficacy was positively related to income. Additionally, emotion fully mediated the positive relationship between general self-efficacy and income. The study validates and enriches resource-based theory by demonstrating that general self-efficacy, as a type of strategic resource, is positively related to employee performance. Additionally, it reveals the important role of emotion in the association between strategic resources and employee performance. The findings imply that managers of Chinese enterprises should assess the general self-efficacy of job applicants through surveys and interviews. Furthermore, Chinese leaders should adopt a leadership style designed to improve the emotional state of their followers.

Effect of Digital Transformation on Firm Performance in the Uncertain Environment: Transformational Leadership and Employee Self-Efficacy as Antecedents of Digital Transformation

As the functioning of firms has been changing, the digital transformation process is becoming inevitable for all firms. Therefore, scholars and managers pay great attention to this topic. However, there are still significant gaps about its human-related antecedents, and existing studies on its effects on firm outcomes have presented contradictory findings. By addressing these gaps in the literature, this study examines the effect of transformational leadership and employee self-efficacy as human-related antecedents of digital transformation and also its impact on firm performance. Data were collected from 305 participants who are managers in the manufacturing sector. The findings indicate that both transformational leadership and employee self-efficacy are positively related to digital transformation. Results also reveal that digital transformation is associated with operational and financial performance, and that environmental uncertainty strengthens its relationship with financial performance. This research, therefore, contributes to digital transformation literature, deepens the current knowledge, and offers novel and comprehensive insight, by addressing the gaps in the literature.

Linking workplace incivility with employee turnover intention & job satisfaction : The mediating role of self-efficacy of employees in telecom sector in NCR

In the last one decade, workplace incivility has increased significantly in many organizations. The causes and effects of workplace disrespect have been the subject of several research, but the mediation function of self-efficacy in the telecom industry has received less attention. This study intends to examine the mediating effects of self-efficacy in the relationship between workplace incivility and employee turnover intention. To evaluate the mediating function, information from 232 respondents from telecom businesses was gathered using the practical sampling approach. Overall, the findings from the structural equation modelling study showed that workplace rudeness had a favourable impact on employee turnover intention and self-efficacy at (β= .34, .23, P= ***) accepting hypothesis H1, H2. Self-efficacy adversely affects employee turnover intention at (β= -0.11, P=0.21) and workplace rudeness negatively affects job satisfaction at (β= -0.21, P=0.31), respectively, refuting hypothesis H3 and H4. Additionally, we found that self-efficacy positively influences job satisfaction and that it serves as a mediator between workplace incivility and job satisfaction, but not between workplace incivility and employee turnover intention accepting hypothesis H5. The study will assists manager and Human resource manager to promote self-efficacy and lessen workplace incivility.

The Influence of Self-Efficacy and Readiness for Change on Achievement Motivation and Performance

This study aims to analyze the influence of self-efficacy, readiness for change, and achievement motivation on the performance of employees at the Unit Penyelenggara Bandar Udara (UPBU) in North Kalimantan. The research method used is quantitative with a survey approach involving 143 UPBU employees as respondents. Data analysis was conducted using SEM-PLS techniques. The results show that self-efficacy has a significant positive effect on achievement motivation and employee performance. Readiness for change also positively influences achievement motivation and employee performance. Additionally, achievement motivation acts as a partial mediator in the relationship between self-efficacy and employee performance. These findings support social cognitive theory and achievement motivation theory and offer practical implications for organizational management to develop training programs that enhance employee self-efficacy and readiness for change. The study also highlights the importance of recognition and rewards for high-performing employees to boost their motivation and performance. Limitations include the focus on a single location and the use of a survey method, which may limit the generalization of the findings. Further research is recommended to explore other variables that may moderate the relationships studied and to use more objective performance measurement methods.

Beyond the price: Unlocking the power of service employee self-efficacy in building low-cost airline loyalty in emerging countries

In the dynamic landscape of the airline industry, Service Employee Self-Efficacy (SE) has increasingly been recognized as a cornerstone for enhancing passenger experience. Particularly in low-cost airlines, where margins are tight, the efficacy and confidence of service employees can significantly influence passenger loyalty. This study investigates the factors influencing low-cost airline (LCA) passenger loyalty (PL) in emerging countries, focusing on the mediating role of service recovery (SR), passenger satisfaction (PS), and passenger trust (PT) in the relationship between SE and PL. A quantitative research approach is employed, utilizing survey data collected from 209 passengers of LCAs in emerging countries. Structural equation modeling is utilized to analyze the relationships between SE, SR, PS, PT, and PL. The findings highlight the importance of SE in shaping PL and identify SR as a significant mediator in the relationship between SE and PS. The results provide practical implications for LCAs operating in emerging countries and contribute to the limited literature on LCA PL in emerging countries. By emphasizing the importance of SE and implementing effective SR strategies, airlines can enhance PS and PT, ultimately leading to increased PL.

The Role of Self-Efficacy in Improving the Adversity Quotient of Employees

<p style="text-align: justify;"><em>Self-efficacy is one of the factors that can increase individual adversity quotient; this study aims to see the relationship between self-efficacy and adversity quotient in employees of PT XYZ Palembang. This research method uses a correlational quantitative approach; the subjects in this study were 105 employees of PT XYZ Palembang using simple random sampling. The research instrument used is the psychological scale of self-efficacy and adversity quotient. Furthermore, the data were analyzed using a simple regression test. The results of this study obtained a relationship between self-efficacy and adversity quotient in employees of PT XYZ Palembang with the results of hypothesis testing obtained, namely the results obtained based on the correlation value between the self-efficacy variable and adversity quotient, namely with a value of r = 0.397 with a value of R square = 0.157 and p = 0.000 where the value of p < 0.01. This shows that there is a relationship between self-efficacy and adversity quotient in employees of PT XYZ Palembang.</em></p><p style="text-align: justify;"><strong><em>Keywords: </em></strong><em>self-efficacy, adversity quotient, holding company</em></p>

Pengaruh Goal Setting dan Self-Efficacy Terhadap Kinerja Karyawan

This paper aims to gain an understanding of the influence of goal setting and self-efficacy on employee performance. Specifically, this research wants to examine the impact of sales targets and employee self-efficacy on employee’s sales performance. This research was conducted on profit-oriented companies, in particular, employees of the marketing department or sales people who were required to achieve sales targets as part of employee performance appraisals. Quantitative methods were used in this research. The research strategy uses a survey with multiple regression analysis. The results of this study show that goal setting and self-efficacy do not influence an employee's sales performance. Through this empirical study, we not only discover the insignificant influence of goal setting and self-efficacy on employee’s sales performance, but this result also gives explanation about why goal setting and self-efficacy are unable to explain employee’s performance in a certain context. The results of this empirical research provide new insights on how goal setting and self-efficacy works to achieve high performance.