Relação entre a autoeficácia e os estágios do processo decisório: análise da percepção dos futuros administradores

Karpinski, Atais Catarina; Cogo, Dieli Cristina; Antonelli, Ricardo Adriano; Meurer, Alison Martins

doi:10.5902/1983465934132

Cited by 3 publications

(3 citation statements)

References 31 publications

(57 reference statements)

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“…Nonetheless, the findings suggested that this was limited to the benefits of connections of using mathematics in real world and to the concepts they used. Catarina, et al, (2020), examined the relationship between self-efficacy and the stages of the decision-making process. They found out that there is a significant association between the two.…”

Section: Self-efficacymentioning

confidence: 99%

Influence of Self Efficacy on Employee Acceptance Levels and Use of Human Resource Analytics in Microfinance Institutions in Kenya

Moturi

Wekesa²,

Juma³

2023

jbmed

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Employees influence company performance the most. Through the use of human resource analytics, they become more efficient and therefore ensuring that organizations improve their competitiveness. However, the diffusion of this concept among employees in organization has been slow. The purpose of this study was to establish the influence of self-efficacy on employee acceptance levels of human resource analytics in Microfinance institutions in Kenya. It was based on diffusion of innovation theory and theory of reasoned action. A cross-sectional survey was done of 500 employees. Stratified random and purposive sampling techniques were used to obtain a sample of 222 respondents. The study established that employees with high self-efficacy accept and use human resource analytics more. This enables computing of people value and contributions to organizations. Regression results showed that self-efficacy has a statistically significant positive effect on employee acceptance levels and use of human resource analytics (β = 0.879, p = 0.000, R=0.740, p = 0.000). The study recommends that employees nurture their affective state and enactive mastery towards using analytics. This shapes their behavioral intent in accepting and using human resource analytics hence making proactive decisions. Organizations should provide training to build on employees’ confidence in analytical capability.

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Section: Self-efficacymentioning

confidence: 99%

Influence of Self Efficacy on Employee Acceptance Levels and Use of Human Resource Analytics in Microfinance Institutions in Kenya

Moturi

Wekesa²,

Juma³

2023

jbmed

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“…Individuals with high self-efficacy have several advantages over those with low self-efficacy in social settings as they have better social skills and decision-making abilities. 9 High self-efficacy also leads to higher academic performance and aids learning. 10 However, if successes in social experiences can lead to increased social self-efficacy, failures in social experiences may lead to the opposite effect as expectations about social success are lowered.…”

Section: Introductionmentioning

confidence: 99%

‘I am enough!’ study of social self-efficacy in female AYA college students

Bhave,

Adsul,

Nanda

et al. 2023

JPCPY

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The Association of Adolescents and Child Care in India (AACCI; www.aacci.in) conducts multicentric studies on youth behavior in India using openly accessible psychometric tools. This study is part of a multi-centric youth project “Building Resilience in Youth;” we used Connolly’s (1989) Social Self-Efficacy Scale (SSES) to explore the relationship between social self-efficacy (SSE), an important soft skill for adolescents and young adults (AYAs), and several sociodemographic variables, including age, sibling status, academic course, engagement in extracurricular activities, perceived Internet/social media usage and dependence, substance use, and perception of control over one’s life. The study design was a cross-sectional study conducted in 2018 with 354 female AYAs aged 17 to 21 years from an all-women, multi-stream college in Delhi. The results showed that participants in the 17-19 age group had higher total SSES scores along with the Friendship/Intimacy, group, and Giving/Receiving Help subscales. Participants engaging in extracurricular competitions had a higher total SSES score including Assertiveness, Group, Public Performance, and Giving/Receiving Help subscales. Participants who had no siblings scored higher on the Friendship/Intimacy subscale. Participants competing in sports competitions score higher on the public performance subscale. All other demographic variables did not have a statistically significant relationship with the total and subscale SSES scores. The results allowed the management to conduct parent and student workshops. In addition, more studies are needed to qualitatively understand the role of age, extracurricular competitions, and sibling status on SSE with a more diverse sample

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“…Sociedade, Contabilidade e Gestão, Rio de Janeiro, v. 14, n. 3, set/dez, 2020 Karpinski;Cogo;Antonelli; Meurer …”

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Avaliação dos Estilos Cognitivos Quanto às Fases do Processo Decisório: Análise com Acadêmicos de Diferentes Áreas do Conhecimento

Karpinski

Cogo

Antonelli

et al. 2021

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A Psicologia Cognitiva tem sido estudada por vários autores com elaboração de teorias a fim de explicar o desenvolvimento do intelecto humano. Da mesma forma, o estudo do Processo Decisório tem obtido, gradativamente, destaque nas pesquisas que envolvem indivíduos, grupos e organizações, resultante da exigência de maior eficácia por parte dos tomadores de decisão. A presente pesquisa tem como objetivo identificar a percepção dos acadêmicos de diferentes Estilos Cognitivos quanto às fases do Processo Decisório. Os dados foram coletados por meio de questionário, que primeiramente buscou-se identificar o grau de importância e o tempo gasto no processo de tomada de decisão, além de identificar o Estilo Cognitivo de cada indivíduo, utilizando-se para isso do instrumento Cognitive Style Index (CSI) de Allinson e Hayes (1996). A amostra foi composta por 100 acadêmicos do curso de Ciências Contábeis e 86 acadêmicos do curso de Letras. A partir da análise dos resultados, pode-se identificar que 40,3% dos acadêmicos possuem o Estilo Analítico e apenas 2,7% possuem o Estilo Intuitivo. Também verificou-se que os acadêmicos de Ciências Contábeis atribuem maior importância nas fases do Processo Decisório, enquanto que os acadêmicos de Letras julgam gastar mais tempo nas fases do Processo Decisório. Adicionalmente, foi realizado testes não paramétricos referente as questões do Processo Decisório, em que das seis correlações possíveis, foi obtido significância estatística em cinco delas, sendo elas: gênero, idade, ano do curso, outra graduação e curso. Já ao relacionar o Estilo Cognitivo obteve-se significância estatística apenas em relação ao curso. Os resultados indicam que indivíduos de diferentes estilos atribuem importância de modo diferente quanto ao processo de tomada de decisão.

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Relação entre a autoeficácia e os estágios do processo decisório: análise da percepção dos futuros administradores

Cited by 3 publications

References 31 publications

Influence of Self Efficacy on Employee Acceptance Levels and Use of Human Resource Analytics in Microfinance Institutions in Kenya

Influence of Self Efficacy on Employee Acceptance Levels and Use of Human Resource Analytics in Microfinance Institutions in Kenya

‘I am enough!’ study of social self-efficacy in female AYA college students

Avaliação dos Estilos Cognitivos Quanto às Fases do Processo Decisório: Análise com Acadêmicos de Diferentes Áreas do Conhecimento

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