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Augmenting human potential at work : an investigation on the role of self-efficacy in workforce commitment and job satisfaction

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Warianty tytułu
PL
Zwiększanie potencjału ludzkiego w pracy : badanie roli własnej skuteczności w zaangażowaniu siły roboczej i zadowoleniu z pracy
Języki publikacji
EN
Abstrakty
EN
The prime purpose of this study is to evaluate the role of self-efficacy in job satisfaction and employee commitment. Self-efficacy refers to individual’s conviction in their ability to successfully execute a given task (Bandura, 1997). Ensuring job satisfaction and increasing employee commitment are important issues faced by organizations. Results of this study depict that self-efficacy is significantly and positively associated with job satisfaction and commitment. Findings of the study have got implication on gaining competitive advantage. Contemporary scholars argue that obtaining competitive advantage through traditional resources is not sustainable as proprietary information, economic resources, and technology are available. Self-efficacy being a positive psychological resource is not easily replicable by competitors and thus can serve as a source of competitive advantage. Further, self-efficacy training can be devised to enhance self-efficacy in employees. Improvement in self-efficacy is likely to foster growth in self-leadership behavior, commitment, job satisfaction, and performance.
PL
Głównym celem tego badania jest ocena roli własnej skuteczności w satysfakcji z pracy i zaangażowania pracowników. Poczucie własnej skuteczności odnosi się do przekonania jednostki w jej zdolność do pomyślnego wykonania danego zadania (Bandura, 1997). Zapewnienie satysfakcji z pracy oraz zwiększenie zaangażowania pracowników to ważne kwestie, z którymi borykają się organizacje. Wyniki badania pokazują, że poczucie własnej skuteczności jest istotnie i pozytywnie związane z satysfakcją z pracy i zaangażowaniem. Ustalenia przedstawione w analizie mają wpływ na uzyskanie przewagi konkurencyjnej. Współcześni uczeni argumentują, że uzyskanie przewagi konkurencyjnej za pomocą tradycyjnych środków nie jest zrównoważone jak zastrzeżone informacje, zasoby gospodarcze i dostępne technologie. Własna skuteczność będąc pozytywnym zasobem psychologicznym nie jest łatwa do powielenia przez konkurencję, a zatem może służyć jako źródło przewagi konkurencyjnej. Ponadto szkolenie własnej skuteczności może być opracowane w celu zwiększenia poczucia własnej skuteczności u pracowników. Poprawa wlasnej skuteczności może wspierać wzrost zachowań samoprzywództwa, zaangażowania, satysfakcji z pracy i wydajności.
Rocznik
Strony
134--144
Opis fizyczny
Bibliogr. 36 poz., rys., tab.
Twórcy
autor
  • Siksha‘O’Anusandhan University, Institute of Business and Computer Studies (IBCS), Faculty of Management Sciences, India
autor
  • Siksha‘O’Anusandhan University, Institute of Business and Computer Studies (IBCS), Faculty of Management Sciences, India
autor
  • Siksha‘O’Anusandhan University, Institute of Business and Computer Studies (IBCS), Faculty of Management Sciences, India
Bibliografia
  • 1. Allen N.J., Meyer J.P., 1990, The measurement and antecedents of affective, continuance, and normative commitment to the organization, “Journal of Occupational Psychology”, 63(1).
  • 2. Allen N.J., Meyer J.P., 1996, Affective, continuance, and normative commitment to the organization: An examination of construct validity, “Journal of Vocational Behavior”, 49(3).
  • 3. Avey J.B., Reichard R.J., Luthans F., Mhatre K.H., 2011, Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance, “Human Resource Development Quarterly”, 22(2).
  • 4. Barney J., 1991, Firm resources and sustained competitive advantage, “Journal of Management”, 17(1).
  • 5. Bandura A., 1986, Social foundations of thought and action: A social cognitive theory, Englewood Cliffs, NJ, Prentice Hall.
  • 6. Bandura A., 1997, Self-efficacy: The exercise of control, New York, NY, Freeman.
  • 7. Bandura A., 2001, Social cognitive theory: An agentic perspective, “Annual Review of Psychology”, 52(1).
  • 8. Bandura A., Locke E.A., 2003, Negative self-efficacy and goal effects revisited, “Journal of Applied Psychology”, 88(1).
  • 9. Beaton D.E., Bombardier C., Guillemin F., Ferraz M.B., 2000, Guidelines for the Process of Cross-Cultural Adaptation of Self-Report Measures, “Spine”, 25(24).
  • 10. Cronbach L.J., Gleser G.C., Nanda H., Rajaratnam N., 1972, The dependability of behavioral measurements: Theory of generalizability for scores and profiles, New York, John Wiley.
  • 11. Dello Russo S., Stoykova P., 2015, Psychological Capital Intervention (PCI): A Replication and Extension, “Human Resource Development Quarterly”, 26(3).
  • 12. Frankl V.E., 2004, Man's search for meaning, London, Rider.
  • 13. Fredrickson B.L., 2001, The role of positive emotions in positive psychology: The broaden and-build theory of positive emotions, “American Psychologist”, 56(3).
  • 14. Hackman J.R., Oldham G.R., 1975, Development of the job diagnostic survey, “Journal of Applied Psychology”, 60(2).
  • 15. Hackman J.R., Oldham, G.R., 1980, Work redesign, Reading, MA, Addison-Wesley.
  • 16. Hair J.F., Black W.C., Babin B.J., Anderson R.E., Tatham R.L., 2006, Multivariate Data Analysis, New Jersey, Prentice-Hall International, Inc.
  • 17. Johns G., 2006, The essential impact of context on organizational behavior, “Academy of Management Review”, 31(2).
  • 18. Joreskog K.G., Sorbom D., 1993, LISREL 8 User’s Reference Guide, Scientific Software, Chicago, IL.
  • 19. Judge T.A., Bono J.E., 2001, Relationship of core self-evaluation traits - self-esteem, generalized self-efficacy, locus of control, and emotional stability- with job-satisfaction and performance: A meta-analysis, “Journal of Applied Psychology”, 86(1).
  • 20. Judge T.A., Hulin C.L., 1993, Job-satisfaction as a reflection of disposition: A multiple source causal analysis, “Organizational Behavior and Human Decision Processes”, 56(3).
  • 21. Kraaijenbrink J., Spender J.C., Groen A.J., 2010, The resource-based view: a review and assessment of its critiques, “Journal of Management”, 36(1).
  • 22. Larson M., Luthans F., 2006, Potential added value of psychological capital in predicting work attitudes, “Journal of Leadership and Organizational Studies”, 13(2).
  • 23. Luthans F., Stajkovic A.D., 1999, Reinforce for performance: The need to go beyond pay and even rewards, “Academy of Management Executive”, 13(2).
  • 24. Luthans F., Avolio B.J., Avey J.B., Norman S.M., 2007, Positive psychological capital: Measurement and relationship with performance and satisfaction, “Personnel Psychology”, 60(3).
  • 25. Luthans F., Avey J.B., Avolio B.J., Peterson S.J., 2010, The development and resulting performance impact of positive psychological capita, “Human Resource Development Quarterly”, 21(1).
  • 26. Luthans F., Youssef-Morgan C.M., Avolio B.J., 2015, Psychological Capital and Beyond, Oxford, New York, NY, Oxford University Press.
  • 27. Maddux J.E., 2009, Self-efficacy: The power of believing you can, [in:] “Handbook of Positive Psychology”, S.J. Lopez, C.R. Snyder, (ed.), Oxford, Oxford University Press.
  • 28. Maurer T.J., Pierce H.R., 1998, A comparison of Likert scale and traditional measures of self-efficacy, “Journal of Applied Psychology”, 83(2).
  • 29. Parker S.K., 1998, Enhancing role breadth self-efficacy: the roles of job enrichment and other organizational interventions, “Journal of Applied Psychology”, 83(6).
  • 30. Podsakoff P.M., MacKenzie S.B., Lee J.Y., Podsakoff N.P., 2003, Common method biases in behavioral research: a critical review of the literature and recommended remedies, “Journal of Applied Psychology”, 88(5).
  • 31. Prussia G.E., Anderson J.S., Manz C.C., 1998, Self-leadership and performance outcomes: The mediating influence of self-efficacy, “Journal of Organizational Behavior”, 19(5).
  • 32. Rafaeli A., Sutton R.I., 1987, Expression of emotion as part of the work role, “Academy of Management Review”, 12(1).
  • 33. Stajkovic A.D., Luthans F., 1998, Social cognitive theory and self-efficacy: Going beyond Traditional motivational and behavioral approaches, “Organizational Dynamics”, 26(4).
  • 34. Turner A.N., Lawrence P.R., 1965, Industrial jobs and the worker, Cambridge, Mass, Harvard University Press.
  • 35. Yadav B.S., Rokade V., 2013, Managing Attrition in Life Insurance Sector: with Special Focus on Employees of Hdfc Standard Life Insurance Company, “Indian Journal of Applied Research”, 3(4).
  • 36. Youssef C.M., Luthans F., 2007, Positive organizational behavior in the workplace: The impact of hope, optimism, and resiliency, “Journal of Management”,
Uwagi
Opracowanie ze środków MNiSW w ramach umowy 812/P-DUN/2016 na działalność upowszechniającą naukę.
Typ dokumentu
Bibliografia
Identyfikator YADDA
bwmeta1.element.baztech-740cdf58-a6fa-4da9-8dd0-b2c71f7f1b04
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