Assessing Generalization in Perceived Self-Efficacy: Multidomain and Global Assessments of the Effects of Self-Defense Training for Women

Weitlauf, Julie C.; Cervone, Daniel; Smith, Ronald E.; Wright, Paul M.

doi:10.1177/01461672012712011

Cited by 47 publications

(59 citation statements)

References 32 publications

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“…As a trait-like personality characteristic, GSE is a "dynamic, multifaceted belief system that varies across different activity domains and under different situational demands" (Bandura, 1999, p. 193). Research findings show GSE positively influences a broad range of state-like characteristics (e.g., SSE), learning proficiency, and performance outcomes (Chen, Gully, Whiteman, & Kilcullen, 2000;Harrison et al, 1996;Schwoerer et al, 2005;Smith, 1999;Weitlauf et al, 2001). Individuals with high GSE will generalize their existing expectations of their abilities to perform tasks in new situations (Sherer et al, 1982).…”

Section: Gse Sse and Malleabilitymentioning

confidence: 99%

Evaluating Quantitative and Qualitative Types of Change

Mencl

Tay

Schwoerer

et al. 2012

Journal of Leadership & Organizational Studies

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In this research, the authors present theoretical explanations for quantitative and qualitative types of changes to evaluate the malleability of general self-efficacy (GSE) and specific self-efficacy (SSE) measures due to domain-specific training. First, the authors hypothesize that the change in the GSE measure due to sales training is a quantitative mean-difference (alpha) change. Second, they hypothesize that the change in SSE due to sales training is a qualitative (beta or gamma) change. Results of latent variable cross-lagged analysis on sales trainee data ( N = 417) support the authors’ hypothesis that the difference in GSE was quantitative. Findings also provide partial support of the second hypothesis that a change in a SSE measure was qualitative. The qualitative change is attributed to the novelty and complexity of the particular SSE tasks (i.e., direct selling). Additional analysis of rank-order consistency further validates the measures and demonstrates the GSE measure was consistent before and after training whereas the SSE scales were not as consistent. Theoretical and practical implications of the findings are discussed.

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Section: Gse Sse and Malleabilitymentioning

confidence: 99%

Evaluating Quantitative and Qualitative Types of Change

Mencl

Tay

Schwoerer

et al. 2012

Journal of Leadership & Organizational Studies

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“…Generalization, under the theoretical umbrella of classical conditioning, has a long history within the psychology literature (Bouton et al 1999, Razran 1949. Recently, scholars have expanded the applicability of generalization to arenas such as marketing (e.g., Kim et al 1996, Till andPriluck 2000), training/learning (e.g., Cuvo 2003, Gist and Stevens 1998, Weitlauf et al 2001, and the development of organizational cynicism O'Leary-Kelly 2003, Pugh et al 2003). According to this applied literature, generalization occurs "when a stimulus that resembles the conditioned stimulus (CS) evokes a conditioned response similar to that evoked by the original CS" (Till and Priluck 2000, p. 58;our emphasis).…”

Section: Identification Convergence Processesmentioning

confidence: 99%

How Relational and Organizational Identification Converge: Processes and Conditions

Sluss

Ashforth

2008

Organization Science

319

333

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S eparate research literatures focus on the individual's identification with relationships, groups, organizations, and other workplace targets. We propose that identification with one referent may converge with or extend to another, thus suggesting the potential for more parsimonious perspectives on identification. We illustrate this argument by examining how the subordinate's identification with the subordinate-manager role relationship ("relational identification") (RI) may converge with the subordinate's organizational identification (OI). We propose that convergence occurs through cognitive, affective, and behavioral mechanisms, including social influence, anthropomorphization, personalization, affect transfer, and behavioral sensemaking. We also propose that convergence is conditioned by task interdependence (inherent in the role relationship) and prototypicality (of the relational other). We discuss the implications of our convergence model for future research on multiple identifications.Organizational scholars have shown a wide and deep interest in how individuals bond themselves to and identify with various referents within organizational life. Scholars have explored how the individual identifies with the organization (see the meta-analysis by Riketta 2005), the occupation (e.g., Kreiner et al. 2006, the group (e.g., Riketta and van Dick 2005, Tropp and, and, more recently, significant work relationships (e.g., Sluss and Ashforth 2007).These separate yet related literatures have revealed much about how and why individuals feel connected to and cooperate within organizations, occupations, and rolerelated relationships (henceforth role relationships).However, taken as a whole, this research begs two important issues. First, most research-and the resulting theoretical models-focuses on only one referent. This has led to a proliferation of seemingly independent models, raising the question of how these models might be related. For example, how might identification with the group affect identification with the organization? How might occupational identification influence a protégé identifying with an occupational mentoring relationship? Although scholars have compared the intensity of identification between targets (Blader 2007, Richter et al. 2006, van Knippenberg and van Schie 2000, they have not yet laid a foundation for exploring the simultaneity and mutual interrelatedness of these identifications. Second, the interpersonal or dyadic level has been largely overlooked. A host of research in social psychology has demonstrated the enormous impact that perceived oneness with another individual and the subsequent relationship has on the individual (for excellent reviews, see Chen et al. 2006 andHinde 1997). However, although research on identity dynamics within work role relationships has recently grown (as described later), it is still in its infancy compared to research on identification with other targets.We address these two issues by examining how identification at the relational level (specifically, the...

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“…This investigation includes assessment of similar outcomes related to perceptions of ability to testify. Also, subsequent studies utilized the self-defense self-efficacy measure as an indicator of self-defense training effectiveness (Weitlauf, Smith & Cervone, 2000;Weitlauf, Cervone, Smith, & Wright, 2001). …”

Section: Self-efficacy: Theory and Applicationmentioning

confidence: 99%

Witness self‐efficacy: Development and validation of the construct

Cramer

Neal

DeCoster

et al. 2010

Behavioral Sci & The Law

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The present study used a Self-Efficacy Theory (SET; Bandura, 1977Bandura, , 1986 framework to address the need for an outcome measure in witness preparation training. The construct of Witness Self-Efficacy, broadly defined as a witness's perceived ability to testify in court, was developed drawing largely on existing self-efficacy literature. The goal of the study was to establish initial psychometric properties for the Witness Self-Efficacy Scale (WSES).Participants acting either as mock witnesses or jurors took part in a two-phase study.First, 41 mock witnesses were asked to provide a written account of being falsely accused of an act. They were then briefly deposed about the account, and completed the WSES and construct validity questionnaires. Mock witnesses finally testified under cross-examination from a mock attorney about the accusations. In the second portion, a total of 290 mock jurors (six to eight per group) observed videotaped testimonies of participants from phase one. Mock jurors then provided predictive validity ratings of witness credibility, believability, innocence likelihood, efficacy, and agreement with testimony.Bi-variate correlation analyses showed that the WSES was significantly positively related with general self-efficacy, social self-efficacy, and general self-confidence. The WSES was significantly negatively related to introversion. The scale displayed non-significant relations with social desirability, depression, self-esteem, and innocence expectancy. Multivariate regression analyses showed that the scale failed to predict any of the primary mock juror ratings.Follow-up multivariate regression analyses showed that mock juror ratings of witness confidence iii and the WSES predicted dependent measures, although these independent variables were collinear. Finally, there was an interaction between self and observer ratings of the WSES as it predicted witness credibility.Results are discussed with regard to theoretical and applied implications. Contrary to SET, self-reported WSE appears to be largely correlated with confidence and fails to predict outcomes on its own. Concerning witness preparation, the WSES possesses solid construct validity and reliability, but requires further testing within a witness preparation training model to assess its practical utility. A self-efficacy based method of witness preparation is proposed as a manner of continued research using the WSES.

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Assessing Generalization in Perceived Self-Efficacy: Multidomain and Global Assessments of the Effects of Self-Defense Training for Women

Cited by 47 publications

References 32 publications

Evaluating Quantitative and Qualitative Types of Change

Evaluating Quantitative and Qualitative Types of Change

How Relational and Organizational Identification Converge: Processes and Conditions

Witness self‐efficacy: Development and validation of the construct

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