The present study examined the moderating effect of supervisory support on the relationship between self-ratings of self-efficacy and two measures of work performance, namely supervisor-rated performance and a work-output measure. Research was conducted within the South African life insurance industry on a sample of broker consultants (sales promotional staff) ( n = 70 subjects) over a three-month period. Past research found a positive relationship between high self-efficacy and work performance. However, such research did not take account of the influence of leadership factors. It was hypothesised that effective supervisory support would facilitate the attainment of higher levels of performance. Therefore, it was hypothesised that supervisory support should moderate the self-efficacy work performance relationship, particularly in the case of low self-efficacy. As hypothesised, it was found that supervisory support moderated the relationship between self-efficacy and supervisor-rated performance. Performance was highest when low levels of self-efficacy occurred together with high supervisory support. However, supervisory support did not moderate the relationship between self-efficacy and the work-output measure of performance. Limitations of the study, as well as theoretical and practical implications are considered.
Goal setting has been described as one of the most valid and effective theories of wo!k motivation. In this study the authors report on the development of the Goal Setting Support Scale (GSSS), a self-report measure of supervisory support received, designed specifically for the goal-setting process. Supervisory support is identified as an important element of the goal-setting process, yet existing measures are criticized for being inadequate. To address this, the proposed scale is based conceptually on House's typology of social support. Based on the findings across four managerial samples ( N = 369), the measure evidenced favourable psychometric properties. Theoretical and practical implications are discussed.Doelwitstelling is al as een van die mees geldige en effektiewe teoriee vir werksmotivering beskryf. In hierdie studie word die ontwikkeling van die doelwitondersteuningsskaal, 'n maatstaf vir selfverslaglewering vir toesighoudende ondersteuning wat ontvang word, en wat spesifiek vir die doelwitstellingproses ontwerp is, bespreek. Toesighoudende ondersteuning word as 'n belangrike element in die doelwitstellingproses ge'identifiseer, maar dit word nogtans as onvoldoende beskou. Om hierdie probleem aan te spreek, word die voorgestelde doelwitondersteuningsskaal konseptueel gebaseer op House se tipologie van sosiale ondersteuning. Bevindinge uit vier bestuurs-steekproewe ( N = 369), toon gunstig psigometriese eienskappe in hierdie studie. Teoretiese en praktiese impiikasies word bespreek.
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