Development of the Self-Regulatory Scale in Work-Related Interactions

Abstract

AbstracSocial interactions at work require constant monitoring of skills and self attributes to help individuals adapt to contextual demands. Four self-regulatory processes (SRPs) are responsible for such adjustment: self-enhancement (SE), self-verifi cation (SV), self-assessment (SA) and self-improvement (SI). This study introduces a measure of the SRPs in typical social interactions with peers and supervisors at work -the Work-Related Self-regulatory Process Scale (WR-SRPS). An exploratory (268 professionals, 59.5% women) and another confi rmatory study (205 participants, 56.6% women) were conducted. Results show that the scale evaluates SE, SA and SI satisfactorily. Additionally, they indicate the need of different versions of the WR-SRPS to evaluate the relationship with peers and supervisors. Despite the limitations, results demonstrate that it is a promising measure to assess SRPs at work. Keywords: Self-regulatory processes, work relationships, scale. ResumoInterações sociais no trabalho requerem monitoramento constante de habilidades e atributos do self para auxiliar na adaptação dos individuos às exigências contextuais. Quatro processos reguladores do self (SRPs) são responsáveis por tal ajuste: positividade (SE), confi rmação (SV), avaliação (SA) e aprimoramento (SI). O estudo introduz uma medida desses SRPs na interação com colegas e supervisores: Escala de reguladores do self em interações sociais no trabalho (WR-SRPS). Foram realizados um estudo exploratório (268 profi ssionais, 59.5% mulheres) e um confi rmatório (205 profi ssionais, 56,6% mulheres). Os resultados mostram que a escala avalia SE, SA e SI satisfatoriamente e indicam a necessidade de diferentes versões da WR-SRPs para avaliar relações com colegas e supervisores. Apesar dessas limitações, a medida é promissora para avaliar SRPs no trabalho. Palavras-chave: Reguladores do self, relações de trabalho, escala.Establishing and keeping quality social interactions requires that individuals constantly evaluate their own skills and attributes in order to adapt to contextual demands. The internal processes responsible for these adjustments are named self-regulatory processes (SRPs). SRPs infl uence how information derived from the environment (feedback) is selected, evaluated, and used to make inferences and to plan for the future (Sedikides & Strube, 1997). According to Cooley (1902) and Mead (1967), these processes occur primarily through observation of one's behavior and of how others respond to it.Monitoring and adjusting behaviors to contextual demands is particularly important in organizational set-

Self-regulatory processes as mediators of the relationship between perceived partner responsiveness and prosocial organizational behaviors

“…SA is the tendency to seek accurate, and diagnostic information about the self in order to minimize uncertainty about it. 14 Finally, SI is the tendency to act in order to adapt and improve individual's attributes, skills and well-being. 14 For this, it influences strategic decisions in relation to the development of self attributes and skills.…”

“…While the last SRP promotes genuine improvement without worrying about the consistency and accuracy of information, the other two just act to ensure these aspects. 14 Considering the influence that SRPs might exert over POB, we hypothesize that: Hypothesis 2: SE will influence positively POB. Hypothesis 3: SA will influence positively POB.…”

“…Sociodemographic questionnaire: included questions about: sex, age, education, current position and company's segment. Work-related Self-regulatory Processes Scale (WR-SRP Supervisor) 14 : uses 14 items to evaluate the SRPs (SE, SA, and SI) present in social interactions with supervisors at the workplace. It that must be answered using a seven point Likert scale (1 = never, and 7 = always) to indicate how often specific situations occur in the interaction with the supervisor.…”

“…The scale was developed to assess three main SRP: 1) Self-enhancement (α=0.88; sample item: The verbal and/or not verbal feedback you receive from your supervisor makes you feel that you are a professional who is responsible at work); 2) Self-assessment (α=0.85; sample item: The verbal and/or not verbal feedback you receive from your supervisor helps you to have a clearer view about how responsible you are at work); 3) Self-improvement (α=0.91; sample item: The verbal and/or not verbal feedback you receive from your supervisor helps you to figure out how to improve your level of responsibility at work). Work-related Self-regulatory Processes Scale (WR-SRP Coworker) 14 : uses 14 items to evaluate the SRPs (SE, SA, and SI) present in social interactions between coworkers of same hierarchical level at the workplace. It must be answered using a seven point Likert scale (1 = never, and 7 = always) to indicate how often specific situations occur in the interaction with the coworker of same hierarchical level with whom the participant interacts more frequently.…”