Career-related self-efficacy, its antecedents and relationship to subjective career success in a cross-lagged panel study

Rigotti, Thomas; Korek, Sabine; Otto, Kathleen

doi:10.1080/09585192.2018.1460858

Cited by 34 publications

(44 citation statements)

References 85 publications

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“…To examine whether occupational self-efficacy or similar personal resources can indeed account for the effects of poor mental health on increases in (perceived) job demands, longer time lags may be needed. This suggestion is in line with the work of Rigotti et al [36], who found that emotional strain exerts a negative effect on career-self-efficacy after a period of 1 year, and Vera et al [45], who demonstrated the negative effect of occupational self-efficacy on job demands using an 8-month time lag. Future studies may also examine whether the length of what is considered an optimal time lag for any of the hypothesized effects depends on employees' human capital (e.g., level of professional skills).…”

Section: Limitations and Suggestions For Future Researchsupporting

confidence: 88%

“…Not only might this employee feel less willing and able to achieve this goal, but continuously coping with such a job demand may lead to feelings of fatigue, frustration, and anger [35], all of which are processes that tend to thwart sense of efficacy. Consistent with theoretical propositions delineating the harmful effects of both job demands, Rigotti et al [36] found that overload from task demands related to decreased career self-efficacy over one year.…”

Section: The Mediated Effect Of Role Ambiguity and Role Conflict On Mental Health Complaintsmentioning

confidence: 75%

“…This argument might be substantiated by the observed negatively skewed distribution of occupational self-efficacy, which is indicative of a strong, more robust sense of efficacy beliefs. Moreover, a period longer than 6 months might have been necessary for poor mental health to instill the hypothesized detrimental process, such as that applied in previous studies [36,45]. Finally, the available research suggests that mastery experiences are more influential in shaping self-efficacy than internal states such as mood [70].…”

Section: Discussionmentioning

confidence: 95%

See 2 more Smart Citations

Occupational Self-Efficacy as a Mediator in the Reciprocal Relationship between Job Demands and Mental Health Complaints: A Three-Wave Investigation

Tomas

2021

IJERPH

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The most recent version of the job demands-resources (JD–R) theory proposes that demanding working conditions and employee strain form a self-perpetuating loss cycle. By acknowledging that such cycles are detrimental for both employees and organizations, the present study aimed to contribute to enhancing the current scarce understanding regarding their explanatory mechanisms. For this purpose, it applied social cognitive theory to propose that occupational self-efficacy mediates the effects of two role stressors (i.e., role ambiguity and role conflict) on employee mental health complaints and vice versa. The hypothesized reciprocal mediation effects were tested using a three-wave full panel research design and a dataset of 917 (NT1 = 513, NT1+T2 = 122, NT1+T3 = 70, NT1+T2+T3 = 212) Croatian employees working in heterogeneous private sector industries. The results demonstrated that role conflict, but not role ambiguity, undermined employees’ beliefs in their capabilities to successfully master their jobs which, in turn, led them to experience more mental health complaints over time. Contrary to expectations, poor mental health did not lead to diminished efficacy beliefs nor, in turn, more job demands over time. Overall, the results of this study demonstrated an additional mechanism in the job demands-strain relationship and, at the same time, shed new light on the role of personal resources within the JD–R theory. Accounting for the malleable nature of employee efficacy beliefs, the study proposes several ways in which organizations can enhance occupational self-efficacy and thereby curb the causal chain linking job demands and employee strain reactions.

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Section: Limitations and Suggestions For Future Researchsupporting

confidence: 88%

Section: The Mediated Effect Of Role Ambiguity and Role Conflict On Mental Health Complaintsmentioning

confidence: 75%

Section: Discussionmentioning

confidence: 95%

See 1 more Smart Citation

Occupational Self-Efficacy as a Mediator in the Reciprocal Relationship between Job Demands and Mental Health Complaints: A Three-Wave Investigation

Tomas

2021

IJERPH

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“…Previous research suggests that support, if not provided in a proper way, undermines individuals' confidence by highlighting their inability to address problems on their own (Bolger et al, 2000; Revenson et al, 1983). Similarly, Rigotti et al (2018) found that transformational leadership behaviors reduced the followers' self‐efficacy experiences. It is possible that support from unskillful managers and colleagues might hurt the recipient's intrinsic drivers of behavior, leading to negative self‐evaluations.…”

Section: Discussionmentioning

confidence: 90%

An examination of mediating processes of work and nonwork support for employee development

Yunlu

Kim

2021

Human Resource Dev Quarterly

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This study examines the influence of supportive work and nonwork environment on employee self‐development. We further propose that career self‐efficacy and career motivation play mediating roles during the process. Cross‐sectional survey data were provided by 418 employees working in a variety of organizations. Confirmatory factor analysis, structural equation modeling analysis and bootstrap analyses were performed to investigate the hypothesized relationships. Results show that work support and nonwork support for development made unique contributions to employee self‐development. The relationship between nonwork support for development and employee self‐development is mediated by career self‐efficacy and career motivation. The relationship between work support for development and employee self‐development is mediated by career motivation. This research expands the support for development from work environment to a broader social environment and clarifies how both work and nonwork supportive environment are positively related to employee self‐development. Finally, we discuss the practical implications for personnel selection and career development.

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“…According to Bandura (1997) , self-efficacy beliefs are shaped by information from four major sources: (1) mastery experiences in the form of successful performance accomplishments, (2) vicarious experiences through social comparison and observational learning, (3) verbal persuasion through self-talk and feedback of relevant others, and (4) physiological and affective states. Based on these antecedents, Rigotti et al (2018) examined the role of exceeding demands on career-related self-efficacy. They found that demands exceeding one’s own capacities have a negative impact on self-efficacy beliefs, not only because these demands endanger performance accomplishments, but also because the stress of high demands causes emotional strain.…”

Section: Introductionmentioning

confidence: 99%

A Quantitative Study of the Impact of Functional Classification on Competitive Anxiety and Performance Among Wheelchair Basketball Athletes

Bosma

Yperen

2020

Front. Psychol.

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In adaptive sports (also known as Para sports, disability sports, or Paralympic sports), athletes are assigned to classes that indicate their functional potential, regardless of talent, training, or experience. The aim of the present study among wheelchair basketball athletes (n = 141) was to explore the role of functional classification as a potential stressor. Specifically, we looked into the anecdotal relationship between classification and athletes' concern about "performing in accordance with one's class." Based on a serial mediation research model, we examined the links between functional classification and three outcome variables (i.e., cognitive worry, somatic arousal, and game performance) through the mediator variables of perceived competitive demands and sport-specific self-efficacy. Unexpectedly, we did not find any evidence of a classification effect on either the mediator variables or competitive anxiety. However, we did find positive correlations between functional classification and athletes' contribution to their team's score, which align with research supporting the proportionality and the validity of the functional classification system. Moreover, regardless of classification, mediation analyses revealed an indirect link between perceived competitive demands and cognitive worry through sport-specific self-efficacy. These findings suggest that, regardless of classification, athletes' self-efficacy may be increased by managing their appraisals of competitive demands and that their cognitive worries may be reduced by self-efficacy interventions.

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Career-related self-efficacy, its antecedents and relationship to subjective career success in a cross-lagged panel study

Cited by 34 publications

References 85 publications

Occupational Self-Efficacy as a Mediator in the Reciprocal Relationship between Job Demands and Mental Health Complaints: A Three-Wave Investigation

Occupational Self-Efficacy as a Mediator in the Reciprocal Relationship between Job Demands and Mental Health Complaints: A Three-Wave Investigation

An examination of mediating processes of work and nonwork support for employee development

A Quantitative Study of the Impact of Functional Classification on Competitive Anxiety and Performance Among Wheelchair Basketball Athletes

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