The Impact of Self-Efficacy on Job Outcomes of Hotel Employees

Abstract

This study aims to examine the effect of self-efficacy on job performance, job satisfaction, and affective organizational commitment using data collected from employees in three-, four-, and five-star hotels in Northern Cyprus as its setting. The research hypotheses were tested using LISREL 8.30 through path analysis. The model test results demonstrated that self-efficacy is a significant determinant of job performance. This study, however, failed to find a significant positive association between self-efficacy and job satisfaction. Although not hypothesized, the results of the present study revealed that job performance mediates the impact of self-efficacy on job satisfaction. In addition, the results of the path analysis showed that self-efficacy is among the significant predictors of affective organizational commitment. The model test results provided empirical support for the rest of the hypothesized relationships. Specifically, the path-analytic findings indicated that job satisfaction exerts a significant positive influence on affective organizational commitment. The model test results also demonstrated that job satisfaction and affective organizational commitment are negatively associated with intention to leave. Discussion of the results, implications for hotel managers, and future research directions are presented in the study.     

自我效能与股票市场投资者参与

自我效能是影响投资者决策的重要心理变量,依据中国家庭金融微观调查数据,运用传统的logit回归、Fama-French序贯排序列表、倾向得分匹配方法（Propensity Score Match ,简称PSM）检验自我效能对投资者参与的影响程度,结果显示自我效能对投资者参与有显著的正向影响。自我效能的定义涉及排序区域的选择,基于不同的排序区域给出了自我效能的7种不同定义,发现在不同定义下自我效能对投资者参与的正向影响均为显著。     

时间要求与工作-家庭增益的关系研究

本文基于工作要求-资源模型,从积极组织行为学的视角探讨了时间要求与工作-家庭增益的关系,并实证检验了工作自主性和自我效能在其间的调节效应。结果显示：（1）与资源稀缺理论观点一致,工作时间要求与工作-家庭增益负相关,即个体的时间和精力是有限的,当工作时间要求较高时,较难发生工作对家庭的增益;（2）工作自主性和自我效能的调节作用显著,具有较高工作自主性和自我效能的员工通过提高个人满足多重角色需求的能力和获得积极的情绪溢出来降低工作时间对工作-家庭增益的负向影响。     

The effects of job and personal resources on hotel employees’ work engagement

Our study developed and tested a research model, which predicted the impacts of job (supervisor support) and personal resources (trait competitiveness and self-efficacy) on work engagement. Respondents were full-time employed frontline employees of the five- and four-star hotels of Abuja, the capital city of Nigeria. We used path analysis in LISREL 8.30 for testing the study hypotheses. The results demonstrated that trait competitiveness predicted three dimensions of work engagement better than did self-efficacy. That is, trait competitiveness enhanced frontline employees’ feelings of vigor, dedication, and absorption, while self-efficacy significantly and positively influenced only absorption. Unexpectedly, supervisor support had no significant effects on three dimensions of work engagement. The results further revealed that frontline employees who had elevated levels of competitiveness and adequate supervisor support in the workplace had higher self-efficacy beliefs. Implications of the empirical findings and limitations are discussed in our study.     

Entrepreneurial intentions: The influence of organizational and individual factors

An individual's intent to pursue an entrepreneurial career can result from the work environment and from personal factors. Drawing on the entrepreneurial intentions and the person-environment (P-E) fit literatures, and applying a multilevel perspective, we examine why individuals intend to leave their jobs to start business ventures. Findings, using a sample of 4192 IT professionals in Singapore, suggest that work environments with an unfavorable innovation climate and/or lack of technical excellence incentives influence entrepreneurial intentions, through low job satisfaction. Moderating effects suggest that an individual's innovation orientation strengthens the work-environment to job-satisfaction relationship; self-efficacy strengthens the job-satisfaction to entrepreneurial intentions relationship.     

Perceived stress and burnout syndrome: A moderated mediation model of self-efficacy and psychological comfort among polish air traffic controllers

How can one protect oneself against stress and burnout syndrome? What is the role of human cognitive processes? This study explores the moderated mediation effects of the trait of self-efficacy in a mode of perceived stress and burnout syndrome in a group of Polish air traffic controllers. The first aim of this study was to develop a better understanding of the construct of perceived stress. We proposed a latent variable, called psychological comfort, to clarify the role of self-efficacy in relation: stress and burnout. The second aim was to test the assumptions about the mediating role of self-efficacy in the relationship between stress and burnout via the level of psychological comfort. The most important aim was to investigate whether the direct and indirect associations between stress and burnout were moderated by the level of psychological comfort. For the study, self-report questionnaires were distributed to 609 active air traffic controllers from 18 air traffic control centers of the Polish Air Navigation Services Agency (PANSA). Three hundred forty sets of questionnaires were returned (55.88%) of which 110 were correctly completed (return rate - 18.1%). We formulated 5 hypotheses. Two of them were confirmed: the indirect effect of perceived stress on occupational burnout via general self-efficacy was significant and the indirect relationship between perceived stress and occupational burnout would be different for air traffic controllers characterized by various levels of psychological comfort. The study emphasizes the role of certain human cognitive resources which may play a role in the relationship between stress and burnout: self-efficacy, perceived stress, and psychological comfort. There are important practical conclusions from the research. Knowing about the level of psychological comfort helps to plan better actions to protect against the negative impact of chronic stress on cognitive functions and against the development of clinical symptoms of burnout syndrome.     

Engaging in unpaid jobs out of free will: an attribution theory perspective on the effects of supervisor support attributions on volunteers' service quality

This study explores the differential effects of perceived supervisor support causal attributions (genuine and self-serving) on volunteers' role mastery (role clarity and self-efficacy), harmonious passion, and volunteers' quality services. Dyadic data from 273 service volunteers-customers of nonprofit service organizations in Ghana were analyzed using a structural equation model. This study finds support for the genuine and self-serving support attributions on volunteers' harmonious passion through role clarity. However, the result shows that only genuine support attributes relate to self-efficacy but not self-serving support attributes. It was also revealed that role clarity, self-efficacy, and harmonious passion significantly mediate the relationship between genuine supervisor support and volunteers' quality services. The outcomes from this study have reflective implications for both theory and practice. The findings support the attribution theory by implying that genuine supervisor support can be used as a tool in managing volunteers’ service quality effectively by enhancing their role mastery and harmonious passion.     

To be respected or liked: The influence of social comparisons on consumer preference for competence- versus warmth-oriented products

Consumers frequently compare themselves with others and find themselves to be inferior or superior to the comparison targets. This article examines the effect of social comparisons on the relative focus of self-efficacy and relationship needs and the subsequent impact on consumers’ preference for competence- versus warmth-oriented products. Across six studies, we show that upward comparisons (i.e., comparisons with superior targets) result in feelings of self-threat, which heighten the need for self-efficacy and increase the preference for products that convey competence. In contrast, downward comparisons (i.e., comparisons with inferior targets) elicit feelings of social distress, which heighten the need for social relationships and increase the preference for products that convey warmth. These effects are mitigated when the comparison is made in a social skill-related domain and when the comparison target is an out-group member.     

Is self-knowledge the ultimate prize? A quantitative analysis of participation choice in online ideation crowdsourcing contests

Online crowdsourcing contests are a nascent but rapidly growing method among marketers and retailers to generate and solicit creative ideas. In two studies – a dynamic model with scraped data from a well-known crowdsourcing platform using Python (study 1) and a survey among real participants in online contests with conjoint analysis (study 2) – we explore how multiple design parameters influence participation in online contests. Our empirical results support the notion that both extrinsically (i.e., prize money) and intrinsically (i.e., feedback) motivating parameters can generate value for participants (i.e., expected utility). Comparatively, however, we find evidence that intrinsically motivating design parameters that provide self-relevant feedback (i.e., feedback from organizer) can be more impactful than extrinsically motivating design parameters (i.e., award size). We also show novel time-dependent effects: as a contest nears its end, important design parameters shift in their effects on participation rates— their role over time is non-monotonic. In particular, the effect of award size becomes non-significant, but feedback remains impactful. Our findings contribute to the crowdsourcing literature, especially regarding how self-knowledge (e.g., self-efficacy) affects utility and consumer co-creation through contest participation over time; the findings also can help retail managers and marketers enhance participation in idea contests.     

建设性自恋型领导对员工内创业行为影响的跨层机制研究

自恋型领导是组织科学领域一个比较新的话题，但较少文献研究自恋型领导的积极面。基于此，以53名企业一把手和346名直接下属配对数据为样本，从上下级关系视角探讨建设性自恋型领导对员工内创业行为的作用机制。跨层次分析结果表明：建设性自恋型领导对员工内创业行为有显著正向作用；员工创业自我效能感在建设性自恋型领导与员工内创业行为之间起部分中介作用；企业内创业环境正向调节建设性自恋型领导与员工内创业行为的关系；员工创业自我效能感中介了建设性自恋型领导与企业内创业环境交互对员工内创业行为的影响。