자연주의적 탐구조사(Naturalistic Inquiry)

This paper discusses the role of individuals' beliefs about their abilities to competently use computers (computer self-efficacy) in the determination of computer use. A survey of Canadian managers and professionals was conducted to develop and validate a measure of computer self-efficacy and to assess both its impacts and antecedents. Computer self- efficacy was found to exert a significant influence on individuals' expectations of the outcomes of using computers, their emotional reactions to computers (affect and anxiety), as well as their actual computer use. An individual's self-efficacy and outcome expecta- tions were found to be positively influenced by the encouragement of others in their work group, as well as others' use of computers. Thus, self-efficacy represents an important individual trait, which moderates organizational influences (such as encouragement and support) on an individual's decision to use computers. Understanding self-efficacy, then, is important to the successful implementation of systems in organizations. The existence of a reliable and valid measure of self-efficacy makes assessment possible and should have implications for organizational support, training, and implementation.

https://www.jstor.org/stable/pdfplus/249688.pdf

Computer self-efficacy: development of a measure and initial test

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

http://m.timothy-judge.com/JS-JP%20published.pdf

The job satisfaction-job performance relationship: a qualitative and quantitative review.

What Makes Teams Work: Group Effectiveness Research from the Shop Floor to the Executive Suite

The construct of self-efficacy has received increasing empirical attention in the organizational behavior literature. People who think they can perform well on a task do better than those who think they will fail. Differences in self-efficacy are associated with bona fide differences in skill level; however, efficacy perceptions also may be influenced by differences in personality, motivation, and the task itself. This article reviews theoretically the antecedent processes and information cues involved in the formation of self-efficacy. A model of the determinants of self-efficacy is proposed that enhances understanding of both the complexity and malleability of the construct. Determinants that facilitate the most immediate change in self-efficacy are identified, and appropriate change strategies are highlighted. Implications and propositions pertaining to future research are discussed at the end of the article.

https://www.jstor.org/stable/pdfplus/258770.pdf

Self-Efficacy: A Theoretical Analysis of Its Determinants and Malleability

Comparaison des differentes methodes d'entrainement a l'efficacite personnelle et a la maitrise d'un programme logiciel informatise, dnas le cadre d'une experience reelle impliquant 108 dirigeants d'universite. Implications sur les modes des interventions preferables pour obtenir les meilleurs resultats (imitation, tutorat, etc.)

Effects of alternative training methods on self-efficacy and performance in computer software training

This experiment examined the influence of training method and trainee age on performance during training in the acquisition of computer software skills. A behavioral modeling training method yielded consistently superior computer software mastery compared with a nonmodeling approach. Older trainees exhibited significantly lower performance than did younger trainees in both the modeling and the nonmodeling training conditions. Findings are discussed in terms of strategies for overcoming older worker technological obsolescence.

The influence of training method and trainee age on the acquisition of computer skills

The research described here contributes to the extant empirical research on business ethics education by examining outcomes drawn from the literature on positive organizational scholarship (POS). The general research question explored is whether a course on ethical decision-making in business could positively influence students’ confidence in their abilities to handle ethical problems at work (i.e., moral efficacy), boost the relative importance of ethics in their work lives (i.e., moral meaningfulness), and encourage them to be more courageous in raising ethical problems at work even if it is unpopular (i.e., moral courage). Specifically, the study used a rigorous quasi-experimental pretest–posttest research design with a treatment (N = 30) and control group (N = 30) to investigate whether a graduate-level course in business ethics could influence students’ levels of moral efficacy, meaningfulness, and courage. Findings revealed that participants in the business ethics treatment course experienced significant positive increases in each of the three outcome variables as compared to the control group. The largest increase was in moral efficacy, followed by moral courage, and finally, moral meaningfulness. These findings are discussed in the context of the current research on business ethics education and POS. Implications for future research are discussed.

The Influence of Business Ethics Education on Moral Efficacy, Moral Meaningfulness, and Moral Courage: A Quasi-experimental Study

A pretest-posttest field study investigated self-efficacy, both general and specific, in an intensive training experience to prepare new recruits for their work assignments. Specific issues addressed include (1) the effects of the training experience on general self-efficacy (GSE), work-specific selfefficacy (SSE), and performance expectancy; (2) the effects of pretraining attitudes and beliefs on posttraining GSE and work SSE; and relations between posttraining self-efficacy beliefs and posttraining performance expectancy. Training increased GSE, SSE, and performance expectancy. Unlike GSE, work SSE was influenced by pretraining motivation, training self-efficacy, and performance expectancy. The implications of the findings for HRD research and practice are discussed from the perspectives of understanding individual characteristics of trainees, choosing methods to enhance self-efficacy, and the appropriateness of measuring general and specific self-efficacy before training (to guide planning) and after training (as an evaluation dimension)

Catherine E. Schwoerer

Papers

Effects of alternative training methods on self-efficacy and performance in computer software training

The influence of training method and trainee age on the acquisition of computer skills

The Influence of Business Ethics Education on Moral Efficacy, Moral Meaningfulness, and Moral Courage: A Quasi-experimental Study

General and specific self-efficacy in the context of a training intervention to enhance performance expectancy

Effects of employment-at-will policies and compensation policies on corporate image and job pursuit intentions.