Past empirical research examining the relationship of self-efficacy perceptions and performance has had several limitations. Most studies were performed in the laboratory with tasks not directly related to individual work performance. As a consequence, many findings are not generalizable to individual work performance. This study tested the self-efficacy-performance model found in Bandura's social-cognitive theory in a work setting, with a sample of 776 American university employees, and with discriminant function analyses. Respondents indicated that performance with computers significantly predicted perceptions of high and low self-efficacy. Results provide additional support for social-cognitive theory as outlined by Bandura.
Although felt accountability has predicted positive outcomes in some studies, it has demonstrated anxiety-provoking properties in others. This inconsistency has led researchers to search for moderating variables that explain why felt accountability promotes or impedes favorable outcomes. Building on these studies, the authors examine the moderating effects of personal reputation on the felt accountability-strain relationship. As hypothesized, the results indicate that a positive personal reputation ameliorated the strain reactions caused by felt accountability. In particular, as felt accountability increased, individuals with strong personal reputations experienced less job tension and depressed mood at work, as well as more job satisfaction, but individuals with weak personal reputations experienced the opposite outcomes.
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