Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

IMPACT OF REFLECTIVE SUPERVISION ON EARLY CHILDHOOD INTERVENTIONISTS’ PERCEPTIONS OF SELF‐EFFICACY,JOB SATISFACTION,AND JOB STRESS

Despite widespread recognition of the importance of reflective practice in the field of infant mental health, little quantitative research exists regarding the impact of reflective supervision on professionals’ self‐efficacy, job satisfaction, and work‐related stress. Thirty‐three early childhood interventionists received approximately 9 months of reflective supervision and completed pre‐ and post‐assessments of their job‐related stress and self‐efficacy using a modified version of the Reflective Supervision Self‐Efficacy Scales for Supervisees (S. Shea, S. Goldberg, & D.J. Weatherston, 2012). At the post‐assessment, participants also rated their overall experience of reflective supervision. Reported self‐efficacy increased significantly from pre‐ to post‐assessment, and participants reported a positive overall impact of reflective supervision with respect to a variety of indices, such as job satisfaction, professional development, and the ability to cope with job‐related stress. These results provide necessary quantitative data demonstrating a positive impact of reflective supervision on early childhood professionals and suggest the value of reflective supervision for supporting workforce development.     

Ignored no more: Within‐Person variability enables better understanding of training transfer

The empirical findings from training transfer research rest on a rather static view of the transfer phenomenon, ignoring potential within‐person change in transfer over time. This study investigates within‐person variability in mastery goal orientation together with variability over time in the application of newly acquired knowledge and skills to the job context. Data from longitudinal surveys of trainees voluntarily attending statistical workshops revealed that trainees varied significantly in 2 characteristics of transfer trajectory: (a) initial attempts to transfer and (b) subsequent rate of change in transfer. Two affective learning outcomes showed differential relationships with transfer trajectories: Whereas posttraining self‐efficacy predicted initial attempt of transfer, motivation to transfer assessed at the end of training predicted subsequent rate of change in transfer. Furthermore, level and variability of trainees’ mastery orientation interacted to influence posttraining self‐efficacy and motivation to transfer, and subsequently transfer trajectories. Specifically, a trainee's mastery orientation level had stronger prediction of these outcomes when his/her mastery orientation distribution was less variable across situations. These findings highlight the importance of attending to within‐person variability in the study of training transfer by (a) considering training transfer as trajectories over time and (b) understanding trainee traits as frequency distributions.     

Empowering public service workers to face bystander conflict: Enhancing resources through a training intervention

Public service employees work in occupations that are accompanied with high psychosocial risks. Police, firefighters, and paramedics are increasingly being confronted with argumentative, conflicting bystanders that frustrate them in executing their task. We developed a resource‐enhancement intervention and tested its usefulness for securing employees’ effective functioning and well‐being in bystander conflict. In a simulation‐based pre‐test post‐test control group design, paramedics in the intervention condition received training about how to increase their resources in terms of conflict management efficacy, perspective taking, task support, and emotional support. For those in the control condition, no such training was provided. Comparing pre‐ and post‐test measures (n = 81) of the participants in the intervention and control groups, we found evidence that the intervention successfully increased employees’ resources over time. Moreover, we found considerable support for a positive link between these resources and employees’ affective well‐being and job dedication. Thus, our study suggests that a resource‐enhancing intervention can serve as an important means to protect public service employees against the deleterious effects of bystander conflict.

Practitioner points

• A resource‐enhancing intervention can protect public service employees against the deleterious effects of bystander conflict.
• Resources related to dealing with a hindering bystander, as well as resources facilitating the continuation of the primary task, are positively associated with employees’ affective well‐being, job dedication, and job performance.

     

The Moderating Effect of Core Self‐Evaluations on the Relationships between Job Attitudes and Organisational Citizenship Behavior

Several studies in the organisational citizenship behavior (OCB) literature have focused on the main effects of employee dispositions and job attitudes. The current study builds upon previous findings by examining whether core self‐evaluations (CSE) moderate the relationship between job attitudes and OCBs. Consistent with our hypotheses and with the notion that CSE contributes to one's general level of initiative and self‐confidence, data collected from 200 New Zealand workers found that the job attitude–OCB relationship was stronger for workers who were high in CSE than for workers who were low in CSE.     

Does a Gatekeeper Suicide Prevention Program Work in a School Setting? Evaluating Training Outcome and Moderators of Effectiveness

The current study sought to evaluate the suicide prevention gatekeeper training program QPR (Question, Persuade, and Refer) among school personnel using a non‐equivalent control group design. Substantial gains were demonstrated from pre‐ to post‐test for attitudes, knowledge, and beliefs regarding suicide and suicide prevention. Exploratory analyses revealed the possible moderating effects of age, professional role, prior training, and recent contact with suicidal youth on QPR participants' general knowledge, questioning, attitudes toward suicide and suicide prevention, QPR quiz scores, and self‐efficacy. The need for replication using a more rigorous experimental design in the context of strong community collaboration is discussed.     

Exploring the social side of self‐compassion: Relations with empathy and outgroup attitudes

Self‐compassion is a disposition involving compassionate attitudes toward the self when facing difficulties. We argued that specific self‐compassion components might influence indicators of openness to others, such as empathy and outgroup attitudes. We hypothesized that the component called common humanity versus isolation, involving the acknowledgement that one's sufferings are shared with all the other humans, would be positively related to the other‐oriented aspects of empathy, perspective taking and empathic concern, and to improved outgroup attitudes. We also hypothesized that the mindfulness versus over‐identification component, i.e., having a balanced view of one's situation avoiding exaggerations, would be associated with lowered personal distress. In three studies, with three independent samples, we regressed empathy and outgroup attitudes on self‐compassion components, while controlling for concurrent predictors such as self‐construal and attachment styles. Results supported our hypotheses, suggesting that improvements in empathy and outgroup attitudes may be fostered by positive individual dispositions.     

Job insecurity and creativity: The buffering effect of self‐affirmation and work‐affirmation

It is well documented that job insecurity is a detrimental work stressor. The literature aimed at counteracting the adverse outcomes of job insecurity has focused on either individual differences, which are less amenable to modification, or organizational‐level interventions, which largely depend on organizational initiatives. This study introduced a self‐affirmation intervention to working adults and examined whether self‐affirmation could weaken the negative association between job insecurity and creativity. In order to enrich self‐affirmation theory and increase the applicability of the intervention to the workplace, this study also investigated whether work‐affirmation could attenuate the negative relationship between job insecurity and creativity. In a quasi‐experiment with employees recruited from Mturk, I found that a negative link between job insecurity and creativity, but not among those who were given an opportunity to affirm one's value (i.e., self‐affirmation) or one's work (i.e., work‐affirmation).     

In Search of Balance: A Conceptual and Empirical Integration of Multiple Meanings of Work–Family Balance

This paper provides a framework that elaborates on four conceptualizations of work‐family balance: additive spillover (unique effects of bi‐directional conflict and enrichment), multiplicative spillover (interactive effects of lower conflict with higher enrichment), balance satisfaction (one's attitude toward resource allocation across work and family roles) and balance effectiveness (one's interdependent self‐evaluation of meeting shared expectations across work and family roles). We describe the conceptual differences among these approaches and hypothesize how they operate differently in predicting work and family attitudes and performance. Relative weights analyses showed that additive spillover was the most important predictor of work attitudes (organizational commitment, job satisfaction, and turnover intent), followed by balance satisfaction and effectiveness. However, balance satisfaction and effectiveness together were the most important predictors of family satisfaction and job and family performance. Mediation tests revealed that unique and interactive effects of bidirectional conflict and enrichment related to work and family attitudes and performance indirectly through balance satisfaction and effectiveness. We discuss implications of these findings and offer suggestions to guide future research and theory on work‐family balance.     

The Relevance of Self‐Evaluations for Students' Career Optimism

This study investigated how people's beliefs regarding their vocational abilities (i.e., career decision self‐efficacy) are associated with their perceived academic control, self‐liking, and self‐competence. It also assessed the relevance of these 4 types of self‐beliefs for personal job optimism among 268 Croatian college students. Results indicated that participants' career decision self‐efficacy and perceptions of their chances of finding jobs nationwide were significant predictors of personal job optimism. Furthermore, the influences of self‐competence and perceived academic control on personal job optimism were mediated by career decision self‐efficacy. These results extend previous research and may be informative for vocational guidance interventions.     

Being perceived as a knowledge sender or knowledge receiver: A multistudy investigation of the effect of age on knowledge transfer

As a result of demographic changes, workforces are becoming older and more age diverse. While interactions between workers from different age groups can provide opportunities for mutual learning through bidirectional knowledge transfer, research has yet to investigate how age influences knowledge transfer between age‐diverse colleagues. Building on the organizational theory of age effects, we conducted two studies to examine how age influenced the roles assigned to individuals in knowledge transfer processes, that is, whether they were perceived as knowledge senders or knowledge recipients. In Study 1, we used an experimental vignette design with 450 employees to assess how age affected perceived ability and motivation to share and receive knowledge. Further, we tested the extent to which trustworthiness moderated these relationships. In Study 2, we extended these findings using a dyadic research design with data from 53 age‐diverse knowledge transfer dyads. We examined through which mechanisms the age of one's colleague affected one's knowledge transfer behaviour. We found that the age of one's colleague had a positive effect on one's knowledge receiving behaviour and a negative effect on one's knowledge sharing behaviour. Further, perceived ability to receive knowledge and perceived motivation to share knowledge mediated these effects.     

Personal Values,Autonomy, and Self‐efficacy: Evidence from frontline service employees

Employee's self‐efficacy has been related with important outcomes for organizations, such as service quality and job performance. Thus, understanding the antecedents of self‐efficacy can have important payoffs. Accordingly, this paper investigates how personal values interact with autonomy to affect employee's self‐efficacy. The hypotheses are tested with a sample of bank employees. The results reveal that conservation is negatively related to self‐efficacy and that both openness to change and self‐enhancement values have a positive impact on self‐efficacy. Autonomy is also positively associated with self‐efficacy. Finally, autonomy mitigates the negative effects of conservation on self‐efficacy, and strengthens the positive effects of self‐enhancement on self‐efficacy.     

Broadening Horizons: Self‐Expansion in Relational and Non‐Relational Contexts

The self‐expansion model posits that individuals are motivated to broaden their sense of self by acquiring new identities, developing new perspectives, enhancing capabilities, and gaining resources. The self‐expansion motivation is driven by individuals' desire to increase their potential self‐efficacy and ability to accomplish goals. In this article, we discuss two main ways individuals self‐expand – by forming relationships and including the other in the self and through engaging in novel activities that are challenging and/or interesting either on one's own or with a relationship partner. We provide an overview of recent research detailing the numerous interpersonal and intrapersonal benefits and implications of self‐expansion. Additionally, we differentiate self‐expansion from a series of potentially associated constructs.     

Help yourself by helping others: The joint impact of group member organizational citizenship behaviors and group cohesiveness on group member objective task performance change

This paper examines how a group member's individual‐targeted citizenship behavior (OCBI) and organization‐targeted citizenship behavior (OCBO) interact with a salient group‐level contextual variable, group cohesiveness, to foster positive change for that group member, starting with job self‐efficacy change, and followed by objective task performance change. Over a span of 6 months, we engaged in multilevel, multisource, multistage data collection and surveyed 587 members in 83 work groups. Our results indicate that a group member's OCBI, in comparison with OCBO, is more positively related to his or her job self‐efficacy change. Group cohesiveness was found to attenuate the relationship between a group member's OCBI and job self‐efficacy change, and conversely, to accentuate the relationship between a group member's OCBO and job self‐efficacy change. Furthermore, a group member's job self‐efficacy change mediated the interactive effects of the group member's OCBI and group cohesiveness (as well as the group member's OCBO and group cohesiveness) on his or her objective task performance change.     

The reciprocal cycle of self‐concealment and trust in romantic relationships

We propose that perceived partner concealment, self‐concealment from one's partner (i.e., keeping secrets from one's partner), and trust in one's partner form a reciprocal cycle in romantic relationships. In Study 1, participants in a romantic relationship (N = 94) completed a two‐time point survey within a span of 8 to 10 weeks. Results revealed that perceived partner concealment was associated with a loss of trust in partner, and low trust in partner was associated with an increase in self‐concealment from one's partner. Furthermore, the association between perceived partner concealment and self‐concealment from one's partner was mediated by trust. In Study 2, couples (N = 50) completed daily records for 14 consecutive days. Multilevel analyses indicated that on the days the individuals reported more self‐concealment, their partners reported lower trust in them. Moreover, on the days the partners reported lower trust, the partners also reported higher self‐concealment. These findings suggest that self‐concealment in romantic relationships can create a reciprocal cycle that involves loss of trust and more self‐concealment between partners, which would slowly deteriorate the relationship well‐being. Copyright © 2012 John Wiley & Sons, Ltd.     

Using the self to change implicit attitudes

Implicit attitudes are automatic evaluations that occur upon encountering an object. Pairing a particular object with one's self should lead to a positive implicit evaluation of that object as, on the whole, people evaluate themselves positively. Study 1 (N = 83) demonstrated that asking participants to associate themselves with a particular drink (A) and others with an alternative drink (B) was enough to enhance implicit preference for drink A over drink B indexed by scores on the Implicit Association Test (IAT). Two further studies were conducted to rule out the possibility that the effects of the manipulation were restricted to the procedure and measures adopted in Study 1. Study 2 (N = 81) tested the mechanism underlying the effects of the manipulation. The results suggested that the change in implicit attitudes towards the drinks varied as a function of the level of one's self‐esteem. Specifically, associating one's self with drink A led to more favourable implicit attitudes towards drink A particularly when one's self was evaluated more positively. In the third study (N = 44), the basic effect of the manipulation was replicated in an alternative measure of implicit attitudes (the Affect Misattribution Procedure). In all three studies, the effects were unique to implicit measures and did not generalize to explicit measures. Copyright © 2009 John Wiley & Sons, Ltd.     

Achievement Orientation and Psychological Involvement in Job Tasks: The Interactive Effects of Work Alienation and Intrinsic Job Satisfaction1

As the tendency to strive for competence in one's work, achievement orientation is considered to engender psychological involvement in job tasks (i.e., job involvement‐role). However, this study posits that the positive relationship between achievement orientation and job involvement‐role is moderated by an attitude of disaffection toward the work role in general (i.e., high work alienation) and by dissatisfaction with the content of one's present job (i.e., low intrinsic job satisfaction). The results of hierarchical moderated regression analyses support the existence of complex interactions and suggest that a positive outlook toward the work role is necessary for achievement orientation to translate into greater job involvement‐role. Practical implications and directions for future research on job involvement role are considered.     

Attitude similarity and attraction: Validation,positive affect,and trust as sequential mediators

Effectance motivation—an urge for certainty and a feeling of being able to know, predict, and control one's environment—was initially proposed as the mechanism underlying attitude similarity effects on attraction. However, this motivation was discarded as an explanation when positive affect was identified. The presence of alternative mechanisms did not deny a role for the validation of attitudes in attraction. Therefore, we investigated the validation of one's views by those of peers as an additional mediator and its relation with two previously known mediators of positive affect and trust. As hypothesized, validation mediated attitude similarity effects when measured alone (Experiment 1) and within sequential mediation patterns involving positive affect (Experiment 2A) and trust (Experiments 2B and 2C).     

Can appraisals of common political life events impact subjective well‐being?

This study examined the psychological impact of global subjective appraisals of influence exerted on people's lives by common political events. A list of 24 political events was administered to a random sample of 400 adults in Poland. Political self‐efficacy, interest in politics, perceived political social support, and political collective efficacy were also assessed as potential moderators of the link between political stress appraisals and subjective well‐being (satisfaction with life, sense on anomie, positive affect). Perceptions of the negative influence of political stressors on one's life and the life of the country were associated with concomitant variations in subjective well‐being. Among psychosocial resources, political self‐efficacy consistently moderated the influence of appraisals of political stressors on satisfaction with life and positive affect.     

Personal Goal Facilitation through Work: Implications for Employee Satisfaction and Well-Being

Que le travail facilite la réalisation des objectifs personnels dépend de la perception de l’impact du travail sur l’atteinte de ces objectifs personnels. En accord avec la littérature sur l’autorégulation et le modèle cybernétique du stress organisationnel proposé par Edwards (1992), la facilitation de l’accès à ses objectifs personnels par le travail fut supposée en relation positive avec les attitudes relatives à l’emploi et le bien‐être de l’employé. En outre, on a prédit un rapport plus étroit entre la facilitation de l’accès à ses objectifs personnels par le travail et les performances du salarié quand les buts personnels étaient fortement valorisés. Ces hypothèses ont été mises à l’épreuve à travers un questionnaire rempli par 1036 employés du secteur de la santé. D’après l’analyse de régression, la facilitation de l’accès à ses objectifs personnels par le travail expliquait une part importante de la variance du bien‐être et des attitudes relatives à l’emploi, même après avoir contrôlé les caractéristiques des postes en référence au modèle de Karasek concernant les relations agents stressants—tension au travail (1979; Karasek & Theorell, 1990). L’importance des objectifs n’avait qu’une influence des plus limitées. On en conclut que la facilitation de l’accès à ses objectifs personnels par le travail offre une voie prometteuse pour explorer les attitudes liées à l’emploi et le bien‐être, en complément des modèles plus traditionnels des caractéristiques de l’emploi. Personal goal facilitation through work refers to perceptions of the extent to which one's job facilitates the attainment of one's personal goals. In line with the self‐regulation literature and Edwards’ (1992 ) cybernetic model of organisational stress, personal goal facilitation through work was predicted to show positive associations with job attitudes and employee well‐being. Moreover, stronger relationships between personal goal facilitation through work and employee outcomes were predicted for highly valued personal goals. These predictions were investigated in a questionnaire study of 1,036 health care employees. In regression analyses, personal goal facilitation through work accounted for substantial variance in job attitudes and well‐being, even after controlling for job characteristics from Karasek's (1979 ; Karasek & Theorell, 1990 ) model of occupational stressor–strain relations. There was only very limited evidence of moderating effects of goal importance. It is concluded that personal goal facilitation through work offers a promising source of insight into job attitudes and well‐being, complementing more traditional job characteristics models.