This article addresses the centrality of the self-efficacy mechanism in human agency. Self-per- cepts of efficacy influence thought patterns, actions, and emotional arousal. In causal tests the higher the level of induced self-efficacy, the higher the perfor- mance accomplishments and the lower the emotional arousal. Different lines of research are reviewed, show- ing that the self-efficacy mechanism may have wide explanatory power. Perceived self-efficacy helps to ac- count for such diverse phenomena as changes in coping behavior produced by different modes of influence, level of physiological stress reactions, self-regulation of refractory behavior, resignation and despondency to failure experiences, self-debilitating effects of proxy control and illusory inefficaciousness, achievement strivings, growth of intrinsic interest, and career pur- suits. The influential role of perceived collective effi- cacy in social change is analyzed, as are the social con- ditions conducive to development of collective inefficacy. Psychological theorizing and research tend to cen- ter on issues concerning either acquisition of knowledge or execution of response patterns. As a result the processes governing the interrelation- ship between knowledge and action have been largely neglected (Newell, 1978). Some of the re- cent efforts to bridge this gap have been directed at the biomechanics problem—how efferent com- mands of action plans guide the production of ap- propriate response patterns (Stelmach, 1976,1978). Others have approached the matter in terms of algorithmic knowledge, which furnishes guides for executing action sequences (Greeno, 1973; Newell, 1973). ,

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Self-efficacy mechanism in human agency

In this article, I review the diverse ways in which perceived self-efficacy contributes to cognitive development and functioning. Perceived self-efficacy exerts its influence through four major processes. They include cognitive, motivational, affective, and selection processes. There are three different levels at which perceived self-efficacy operates as an important contributor to academic development. Students' beliefs in their efficacy to regulate their own learning and to master academic activities determine their aspirations, level of motivation, and academic accomplishments. Teachers' beliefs in their personal efficacy to motivate and promote learning affect the types of learning environments they create and the level of academic progress their students achieve. Faculties' beliefs in their collective instructional efficacy contribute significantly to their schools' level of academic achievement. Student body characteristics influence school-level achievement more strongly by altering faculties' beli...

https://www.itma.vt.edu/courses/tel/resources/bandura(1993)_self-efficacy.pdf

Perceived Self-Efficacy in Cognitive Development and Functioning

The present article examines the nature and function of human agency within the conceptual model of triadic reciprocal causation. In analyzing the operation of human agency in this interactional causal structure, social cognitive theory accords a central role to cognitive, vicarious, self-reflective, and self-regulatory processes. The issues addressed concern the psychological mechanisms through which personal agency is exercised, the hierar- chical structure of self-regulatory systems, eschewal of the dichotomous construal of self as agent and self as object, and the properties of a nondualistic but nonreductional conception of human agency. The relation of agent cau- sality to the fundamental issues of freedom and deter- minism is also analyzed. The recent years have witnessed a resurgence of interest in the self-referent phenomena. One can point to several reasons why self processes have come to pervade many domains of psychology. Self-generated activities lie at the very heart of causal processes. They not only contribute to the meaning and valence of most external influences, but they also function as important proximal determi- nants of motivation and action. The capacity to exercise control over one's own thought processes, motivation, and action is a distinctively human characteristic. Because judgments and actions are partly self-determined, people can effect change in themselves and their situations through their own efforts. In this article, I will examine the mechanisms of human agency through which such changes are realized.

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Human Agency in Social Cognitive Theory

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

the total number of papers may exceed 10,000. Nevertheless, cost consideration forced us to consider mostly published papers and technical reports in English. 4 Formula 4 in Seifert (1991) is in error—a multiplier of n, of cell size, is missing in the numerator. 5 Unfortunately, the technique of meta-analysis cannot be applied, at present time, to such effects because the distribution of dis based on a sampling of people, whereas the statistics of techniques such as ARIMA are based on the distribution of a sampling of observations in the time domain regardless of the size of the people sample involved (i.e., there is no way to compare a sample of 100 points in time with a sample of 100 people). That is, a sample of 100 points in time has the same degrees of freedom if it were based on an observation of 1 person or of 1,000 people. 258 KLUGER AND DENISI From the papers we reviewed, only 131 (5%) met the criteria for inclusion. We were concerned that, given the small percentage of usable papers, our conclusions might not fairly represent the larger body of relevant literature. Therefore, we analyzed all the major reasons to reject a paper from the meta-analysis, even though the decision to exclude a paper came at the first identification of a missing inclusion criterion. This analysis showed the presence of review articles, interventions of natural feedback removal, and papers that merely discuss feedback, which in turn suggests that the included studies represent 1015% of the empirical FI literature. However, this analysis also showed that approximately 37% of the papers we considered manipulated feedback without a control group and that 16% reported confounded treatments, that is, roughly two thirds of the empirical FI literature cannot shed light on the question of FI effects on performance—a fact that requires attention from future FI researchers. Of the usable 131 papers (see references with asterisks), 607 effect sizes were extracted. These effects were based on 12,652 participants and 23,663 observations (reflecting multiple observations per participant). The average sample size per effect was 39 participants. The distribution of the effect sizes is presented in Figure 1. The weighted mean (weighted by sample size) of this distribution is 0.41, suggesting that, on average, FI has a moderate positive effect on performance. However, over 38% of the effects were negative (see Figure 1). The weighted variance of this distribution is 0.97, whereas the estimate of the sampling error variance is only 0.09. A potential problem in meta-analyses is a violation of the assumption of independence. Such a violation occurs either when multiple observations are taken from the same study (Rosenthal, 1984) or when several papers are authored by the same person (Wolf, 1986). In the present investigation, there were 91 effects derived from the laboratory experiments reported by Mikulincer (e.g., 1988a, 1988b). This raises the possibility that the average effect size is biased, because his studies manipulated extreme negative FIs and used similar tasks. In fact, the weighted average d in Mikulincer's studies was —0.39; whereas in the remainder of the

The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory.

We present a psychometric scale that assesses risk taking in ﬁve content domains: ﬁnancial decisions (separately for investing versus gambling), health/safety, recreational, ethical, and social decisions. Respondents rate the likelihood that they would engage in domain-specific risky activities (Part I). An optional Part II assesses respondents’ perceptions of the magnitude of the risks and expected benefits of the activities judged in Part I. The scale’s construct validity and consistency is evaluated for a sample of American undergraduate students. As expected, respondents’ degree of risk taking was highly domain-specific, i.e. not consistently risk-averse or consistently risk-seeking across all content domains. Women appeared to be more risk-averse in all domains except social risk. A regression of risk taking (likelihood of engaging in the risky activity) on expected benefits and perceived risks suggests that gender and content domain differences in apparent risk taking are associated with differences in the perception of the activities’ benefits and risk, rather than with differences in attitude towards perceived risk.

A Domain-Specific Risk-Attitude Scale: Measuring Risk Perceptions and Risk Behaviors

We present a psychometric scale that assesses risk taking in five content domains: financial decisions (separately for investing versus gambling), health/safety, recreational, ethical, and social decisions. Respondents rate the likelihood that they would engage in domain-specific risky activities (Part I). An optional Part II assesses respondents' perceptions of the magnitude of the risks and expected benefits of the activities judged in Part I. The scale's construct validity and consistency is evaluated for a sample of American undergraduate students. As expected, respondents' degree of risk taking was highly domain-specific, i.e. not consistently risk-averse or consistently risk-seeking across all content domains. Women appeared to be more risk-averse in all domains except social risk. A regression of risk taking (likelihood of engaging in the risky activity) on expected benefits and perceived risks suggests that gender and content domain differences in apparent risk taking are associated with differences in the perception of the activities' benefits and risk, rather than with differences in attitude towards perceived risk. Copyright © 2002 John Wiley & Sons, Ltd.

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A domain-specific risk-attitude scale: measuring risk perceptions and risk behaviors

A self-efficacy approach to the career development of women

The present study was designed to investigate the applicability of Bandura's self-efficacy theory to the process of career decision making and, in particular, to investigate the possible importance of self-efficacy expectations in the explanation of women's continued underrepresentation in many professional and managerial occupations. Subjects, 134 female and 101 male undergraduates, were asked to indicate their perceptions of their capabilities to successfully complete the educational requirements and job duties of each of 10 traditionally female and 10 traditionally male occupations. In addition, subjects indicated their degree of interest in and extent of consideration of each occupation. Finally, American College Test Math and English subtest scores were obtained. Results indicated significant and consistent sex differences in selfefficacy with regard to traditional versus nontraditional (for females) occupations: Males reported equivalent self-efficacy with regard to the two classes of occupations, females reported significantly higher levels of self-efficacy with regard to traditional occupations and significantly lower levels of self-efficacy with regard to nontraditiona l occupations. Further, self-efficacy expectations were related to both the type and number of occupations considered and to expressed interest in traditional and nontraditional occupations. Implications for further investigation of the utility of self-efficacy theory to the understanding of vocational behavior and for the applications of the model to career counseling are discussed.

Nancy E. Betz

Papers

A Domain-Specific Risk-Attitude Scale: Measuring Risk Perceptions and Risk Behaviors

A domain-specific risk-attitude scale: measuring risk perceptions and risk behaviors

A self-efficacy approach to the career development of women

The Relationship of Career-Related Self-Efficacy Expectations to Perceived Career Options in College Women and Men.

Applications of self-efficacy theory to the understanding and treatment of career indecision