What is it about?

Trusting the own competence to accomplish goals, also known as self-efficacy beliefs is of paramount importance for our motivation, and ultimately success. In this study we looked at the relationships between career-related self-efficacy and career success on the one hand, and theoretically derived predictors of career-related self-efficacy on the other hand. Career-related self-efficacy turned out to boost career satisfaction though not self-rated success. However there was a effect from self-rated success to self-efficacy. In addition, we found exceeding demands and emotional strain negatively affecting career-related self-efficacy, whereas leadership showed only an impact when simultaneously analyzed with the other sources; and contradicting to our theorizing transformational leadership behavior diminished self-efficacy experiences.

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Why is it important?

Self-efficacy is well known to be an important motivational motor. However, less is known about contextual predictors of self-efficacy. Drawing upon the sources of self-efficacy, as proposed by Bandura, we could show that excessive demands, as well as emotional strain negatively predict career self-efficacy. Perceived career succes showed to have an effect on later career self-efficacy, as well as career self-efficacy was able to predict later career satisfaction. Hence it seems crucial to provide sufficient resources along with demands. As it is a central task of leaders to design the work of their subordinates, and hence to offer challenging tasks promoting self-efficacy perceptions, organizations should invest in leadership development. In particular leaders should be made aware of their impact on subordinates as role models.

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This page is a summary of: Career-related self-efficacy, its antecedents and relationship to subjective career success in a cross-lagged panel study, The International Journal of Human Resource Management, April 2018, Taylor & Francis, DOI: 10.1080/09585192.2018.1460858.
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