Self-Efficacy, Values, and Complementarity in Dyadic Interactions: Integrating Interpersonal and Social-Cognitive Theory

Abstract

Dyadic interactions were analyzed using constructs from social-cognitive theory (self-efficacy and subjective values) and interpersonal theory (interpersonal circumplex [IPC] and complementarity). In Study 1, the authors developed a measure of efficacy for interpersonal actions associated with each IPC region--the Circumplex Scales of Interpersonal Efficacy (CSIE). In Study 2, the authors used the CSIE and the Circumplex Scales of Interpersonal Values (which assesses the subjective value of interpersonal events associated with each IPC region) to predict the dominance expressed and satisfaction experienced by members of 101 same-sex dyads trying to solve a murder mystery. Structural equation modeling analyses supported both social-cognitive and interpersonal theory. A social-cognitive person-variable (dominance efficacy) and an interpersonal dyadic-variable (reciprocity) together predicted dominant behaviors. Likewise, both a social-cognitive variable (friendliness values) and an interpersonal variable (correspondence of friendliness efficacy) predicted satisfaction. Finally, both shared performance outcomes and dynamic interpersonal processes predicted convergence of collective efficacy beliefs within dyads.

Group Cognitive Behavioral Analysis System of Psychotherapy (Group-CBASP): Adaptation to a Group Modality for the Treatment of Chronic Depression

“…There is evidence supporting the findings that both self-efficacy and values, as described above, have shared variance regarding the prediction of interpersonal behaviour, although self-efficacy alone explains unique variance in interpersonal behaviour that is not explained by values (Locke & Sadler, 2007). Locke and Sadler (2007) explain that this follows Bandura's (1997) hypothesis that "people will not attempt a behaviour if they do not believe that they can complete it successfully".…”

“…To personalize the presentation of the interpersonal circumplex, group members receive the results of self-report questionnaires completed at the start of the group, which indicate their profile along the two dimensions of Agency and Affiliation with regards to their interpersonal values (Locke, 2000), their interpersonal self-efficacy (Locke & Sadler, 2007) and their self-reported interpersonal problems (Horowitz, Alden, Wiggins, & Pincus, 2000). Locke (2000) developed the Circumplex Scale of Interpersonal Values (CSIV), which measures the value or preferences that individuals place on certain interpersonal outcomes or modes of conduct associated with each octant of the Interpersonal Circumplex.…”

“…The Circumplex Scales of Interpersonal Efficacy (CSIE), also developed by Locke and Sadler (2007), is also a self-report measure of individuals' confidence in their ability to perform interpersonal behaviours successfully associated with each of the 8 octants of the Interpersonal Circumplex (such as giving orders or following orders). Respondents rate (on a scale from 0 to 10) how confident or sure they are that they can do certain specific behaviors within the group setting.…”

A díade gestor-subordinado: as relações entre a compatibilidade dos valores humanos e o estado pessoal de qualidade de vida no trabalho

“…Ao estudarem os estereótipos de gerações, Wong et al (2008), concluem que as diferenças individuais são mais significativas para a determinação da estratégia de gestão de pessoas do que as características compartilhadas entre pessoas de uma geração. Além disso, quanto à personalidade das pessoas, estudos evidenciaram diferenças individuais entre os respondentes, como em Bolton (2010), Bensi et al (2010), Chi (2009) e Mohammed (2003.…”

“…Ou seja, os subordinados, subjetivamente falando, prefeririam que seus gestores valorizassem a autotranscendência e a abertura à mudança, dados corroborados por Antonio e Teixeira (2010). Essa relação parece lógica na medida em que os subordinados deveriam preferir gestores que cuidassem do bem-estar dos mais próximos para que pudessem ter uma melhor qualidade de vida no trabalho.…”