Principal self-efficacy and work engagement: assessing a Norwegian Principal Self-Efficacy Scale

Federici, Roger André; Skaalvik, Einar M.

doi:10.1007/s11218-011-9160-4

Cited by 80 publications

(63 citation statements)

References 51 publications

(71 reference statements)

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“…De forma semelhante ao que foi visto na discussão da dimensão execução do trabalho, esse segundo fator da EAE-T também pode ser constatado em instrumentos de autoeficácia no trabalho já apresentados (Tabela 1). De forma mais específica, possuem itens relacionados às interações sociais no trabalho as escalas WSES (Avallone et al, 2007), com a dimensão relacionamento positivo, a NPSES (Federici & Skaalvik, 2011), por meio dos fatores relacionamento com os pais e apoio ao professor.…”

Section: Resultsunclassified

“…O detalhamento acerca dos oito instrumentos de autoeficácia no trabalho encontrados na referida revisão pode visualizado na Tabela 1. (Besen, Young, & Shaw, 2015;Huijs, Koppes, Taris, & Blonk, 2012;Lagervelda, Blonka, Brenninkmeijerb, & Schaufelib, 2010;Shaw, Reme, Linton, & Pransky, 2011); 2 (O'Sullivan, Strauser, & Wong, 2012;Strauser, O´Sullivan, & Wong, 2010); 3 (Pepe, Farnese, Avalone, & Vecchione, 2010); 4 (Colombo & Zito, 2014;Hennessy & Lent, 2008;Rauf, 2013); 5 (Bai & Stewart, 2010;DePrince, Priebe, & Newton, 2011;Ferrari, 2004;Piñgul, 2015;Reeb, Folger, Langsner, Ryan, & Crouse, 2010); 6 (Federici & Skaalvik, 2011, 2012; 7 (Vax, Schreuer, & Sachs, 2012;Waghorn, Chant, & King, 2005); 8 (Chaudhary, Rangnekar, & Barua, 2012); NI: Número de itens do instrumento…”

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confidence: 99%

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Escala de autoeficácia no trabalho: evidências de validade e precisão

Cardoso¹,

Baptista²

2018

Aval. Psicol.

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RESUMO O artigo apresenta estudos de qualidades psicométricas para a Escala de Autoeficácia no Trabalho (EAE-T), sendo um de validade com base na estrutura interna (Análise Fatorial Exploratória-AFE e Análise Fatorial Confirmatória-AFC) e o outro de precisão por meio de consistência interna. No estudo de validade com base na AFE e precisão, a EAE-T foi aplicada em 525 trabalhadores e, como resultados, foi reduzida a 23 itens, distribuídos em dois fatores (fator 1, Execução no Trabalho, com cargas fatoriais variando entre 0,47 e 0,89, e o fator 2, Relações Interpessoais Trabalhistas, com cargas entre 0,56 e 0,85). Os coeficientes de precisão Orion foram de 0,96 (fator 1) e 0,95 (fator 2). Já na análise AFC, a EAE-T com 23 itens foi aplicada em 200 trabalhadores e verificou-se que todos os indicadores utilizados se mostraram com valores adequados, sendo que a estrutura (dois fatores) da EAE-T também foi confirmada. Palavras-chave: autoeficácia no trabalho; psicologia organizacional e do trabalho; avaliação psicológica. ABSTRACT-Work Self-Efficacy Scale: Validity and Accuracy Evidence The article presents psychometric quality studies for the Work Self-Efficacy Scale (WSES): one is a validity study based on the internal structure (Exploratory Factor Analysis, EFA, and Confirmatory Factor Analysis, CFA), and the other an accuracy study through internal consistency. In the validity study based on the EFA and accuracy, the WSES was applied in a sample of 525 workers, resulting in a reduction to 23 items, distributed in two factors (factor 1, Work Execution, with factorial loads varying between 0, 47 and 0.89, and factor 2, Interpersonal Labor Relations, with loads between 0.56 and 0.85). The Orion accuracy coefficients were 0.96 (factor 1) and 0.95 (factor 2). In the CFA, the WSES with 23 items was applied to a sample of 200 workers, and it was verified that all the indicators presented adequate values, and the structure (two factors) of the WSES was also confirmed.

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Section: Resultsunclassified

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confidence: 99%

Escala de autoeficácia no trabalho: evidências de validade e precisão

Cardoso¹,

Baptista²

2018

Aval. Psicol.

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“…En relación con el tipo de muestra se percibe que las mayores frecuencias eran de trabajadores, sin especificación del tipo de organización en que ellos ejecutaban sus funciones laborales (Cinamon, 2006;Federici & Skaalvik, 2011;Hennessy & Lent, 2008;King, 2009;Salanova et al, 2011;Strauser et al, 2010;Waghorn, Chant & King, 2007), seguido de estudios que contaron con muestras de personas que estaban retornando al trabajo después de ser alejados por problemas de enfermedad o accidentes de trabajo (Bains et al, 2012;Brouwer et al, 2011;Lagervelda, Blonka, Brenninkmeijerb & Schaufelib, 2010;Shaw, Reme, Linton & Pransky, 2011;Soeker, 2012). En menor frecuencia se encontraron estudios que investigaron estudiantes que trabajaban (Cinamon, 2010;Pepe, Farnese, Avalone, & Vecchione, 2010;Riggio & Desrochers, 2006), trabajadores de empresas públicas (O'Sullivan et al, 2012;Vax, Schreuer & Sachs, 2012), provenientes de empresas públicas y privadas (Chaudhary, Rangnekar & Barua, 2012;Gismero-González et al, 2012), trabajadores de empresas privadas (Panatika, O'Driscollb & Anderson, 2011), así como muestra de trabajadores voluntarios y temporarios (Ferrari, 2004).…”

Section: Discussionunclassified

“…La escala está compuesta por 22 ítems, que son respondidos por medio de una escala del tipo Likert de siete puntos (entre "un poco inseguro" y "completamente seguro") y posee ocho factores: gestión económica; liderazgo instructivo; autoridad municipal; relacionamiento con los padres; comunidad local; gestión administrativa; apoyo al profesor y ambiente escolar. Sobre los parámetros psicométricos, presenta estudios de validez con base en la estructura interna y de precisión por medio de la consistencia interna (Federici & Skaalvik, 2011, 2012.…”

Section: La Case Manager Personal Efficacy Scale (Cmpes)unclassified

Self-efficacy at work: bibliometric revision between 2004 and 2014 in the EBSCO database - Academic Search

Cardoso¹,

Baptista²,

Rueda³

2017

psdc

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La autoeficacia está asociada a la percepción de los individuos sobre la capacidad de planear y ejecutar determinadas tareas. Cuando percibido de forma positiva en el contexto laboral, ese constructo se muestra un importante factor a ser relacionado con el compromiso en el trabajo y la motivación. El objetivo de este estudio fue realizar una revisión bibliométrica sobre el tema autoeficacia en el trabajo. Se investigó el período 2004-2014, en la base de datos EBSCO -Academic Search, utilizando para la búsqueda las palabras self-efficacy y work. Se encontraron 22 artículos que fueron analizados en relación con las siguientes variables: año de publicación, país de origen del primer autor, nombre del periódico, metodología utilizada, tipo de muestra, instrumento utilizado para la evaluación del constructo e informaciones referentes a las cualidades psicométricas de estos instrumentos. La mayor parte de los artículos fueron publicados entre 2010 y 2012, y el país con más autores sobre el tema fue Estados Unidos. Los periódicos en los cuales hubo publicaciones fueron 21, y sobre la metodología utilizada se observó un predominio de estudios de campo, con muestras variadas, y también variabilidad de instrumentos utilizados. Palabras clave: Autoeficacia en el trabajo, psicología organizacional y del trabajo, bibliometría. AbstractSelf-efficacy is associated with the perception of the ability of individuals to plan and perform certain tasks. In the employment context this construct when perceived positively, has proven to be an important factor to be related to the engagement at work and motivation. The objective of this study was to conduct a systematic review of literature on the topic selfefficacy at work. Therefore, the 2004-2014 was researched in the EBSCO -Academic Search database, using as keywords for the search "self-efficacy" and "work". 22 articles were found and these were analyzed in relation to the variables years of publication, country of origin of the first author, journal name, methodology, sample type, instrument used to evaluate self-efficacy at work and information on the psychometric qualities of these instruments. Most of the articles were published between the years 2010-2012, with the United States as the most representative country in terms of authorship. 21 different journals were found to have published on the subject and, as to the methodology used in the studies, the majority were field work, with different samples and there was also variability of instruments adopted for the measurement of self-efficacy at work.

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“…p. 3). Self-efficacy is strongly linked to a variety of behavioural outcomes such as engagement, autonomy, persistence, strategy use, reduced anxiety, and task performance (Bandura, 1997;Federici & Skaalvik, 2011, 2012Pajares, 1996;Pajares & Schunk, 2001;Schunk, 1989Schunk, , 1995. Moreover, high self-efficacy is associated with greater cognitive flexibility, effective use of goal setting, resistance to negative feedback, and self-regulation (Bandura, 1993;Zimmerman & Bandura, 1994).…”

Section: Coaching and Goal Settingmentioning

confidence: 99%

The Effect from Coaching Based Leadership

Moen¹,

Federici²

2012

JEL

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The main purpose of the present study was to implement an experiment to explore the effects from coaching based leadership on goal setting, self-efficacy, and causal attribution. The study comprised of 20 executives and 124 middle managers at a branch of a Norwegian Fortune 500 company who all voluntarily participated in an experiment over a period of one year. The executives who were randomly chosen for the experiment group conducted a coach specific training programme over one year and executed coaching based leadership with the middle managers in the experiment group.The study uses ANCOVA to explore possible effects from coaching based leadership on psychological variables that have an impact on performance. The ANCOVA analyses from this study supported none out of three proposed hypotheses. Only one significant change in the experiment group was found, as successful attributions to ability increased. This study raises important questions about coaching based leadership. The results are mainly discussed related to possible conflicting roles in coaching based leadership and possible lack of competencies among the executives to efficiently fulfil their roles as coaches.Coaching in business is a fast growing industry and this study is a contribution to expand the amount of empirical studies with an experiment-and control group design that explore the effects from coaching based leadership.

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Principal self-efficacy and work engagement: assessing a Norwegian Principal Self-Efficacy Scale

Cited by 80 publications

References 51 publications

Escala de autoeficácia no trabalho: evidências de validade e precisão

Escala de autoeficácia no trabalho: evidências de validade e precisão

Self-efficacy at work: bibliometric revision between 2004 and 2014 in the EBSCO database - Academic Search

The Effect from Coaching Based Leadership

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