The Protective Role of Self-Efficacy against Incivility and Burnout in Nursing: A Time-lagged Study

2016 ◽  
Vol 2016 (1) ◽  
pp. 10607 ◽  
Author(s):  
Heather Spence Laschinger ◽  
Roberta Fida ◽  
Michael Leiter
Keyword(s):  
Self Efficacy ◽  
Protective Role ◽  
Time Lagged

scholarly journals The protective role of self-efficacy against workplace incivility and burnout in nursing

2018 ◽  
Vol 43 (1) ◽  
pp. 21-29 ◽  
Author(s):  
Roberta Fida ◽  
Heather K. Spence Laschinger ◽  
Michael P. Leiter
Keyword(s):  
Self Efficacy ◽  
Protective Role ◽  
Workplace Incivility

scholarly journals Familial Risk Factors and Emotional Problems in Early Childhood: The Promotive and Protective Role of Children’s Self-Efficacy and Self-Concept

2020 ◽  
Vol 11 ◽  
Author(s):  
Fabio Sticca ◽  
Corina Wustmann Seiler ◽  
Olivia Gasser-Haas
Keyword(s):  
Risk Factors ◽  
Self Efficacy ◽  
Familial Risk ◽  
Emotional Problems ◽  
Protective Role ◽  
Self Concept ◽  
Familial Risk Factors ◽  
General Self Efficacy

The present study aimed to examine the promotive and protective role of general self-efficacy and positive self-concept in the context of the effects of early familial risk factors on children’s development of emotional problems from early to middle childhood. A total of 293 (T1; Mage = 2.81), 239 (T2; Mage = 3.76), and 189 (T3; Mage = 9.69) children from 25 childcare centers took part in the present study. Fourteen familial risk factors were assessed at T1 using an interview and a questionnaire that were administered to children’s primary caregivers. These 14 familial risk factors were used to compute a familial risk factors score. Primary caregivers also reported on their children’s emotional problems at T2 and T3 and on their children’s general self-efficacy at T2. Children reported on their positive self-concept at T2. Results showed that early familial risk factors were positively associated with emotional problems in the short and long term, although the long-term effect was small and non-significant. Further, the pattern of effect sizes of both promotive and protective effects of general self-efficacy as well as positive self-concept was found to be consistent in the short term. However, in the long term, no consistent support for either the promotive or the protective role of general self-efficacy or positive self-concept was found. These results suggest that general self-efficacy and positive self-concept might contribute to promote mental health and to protect from undesired effects of familial risk factors in the short term. Possible reasons for a lack of long-term effects are discussed along with practical implications.

scholarly journals Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic

2021 ◽  
Vol 18 (8) ◽  
pp. 3933
Author(s):  
Margherita Zito ◽  
Emanuela Ingusci ◽  
Claudio G. Cortese ◽  
Maria Luisa Giancaspro ◽  
Amelia Manuti ◽  
...  
Keyword(s):  
Organizational Communication ◽  
Self Efficacy ◽  
Early Stage ◽  
Protective Role ◽  
Structural Equations ◽  
Current Crisis ◽  
Personal Resource ◽  
Physical Disorders ◽  
Working Processes

During the first months of 2020, the world, and Italy at an early stage, went through the Covid-19 emergency that had a great impact on individual and collective health, but also on working processes. The mandatory remote working and the constant use of technology for employees raised different implications related to technostress and psycho-physical disorders. This study aimed to detect, in such a period of crisis and changes, the role of organizational communication considering the mediating role of both technostress and self-efficacy, with psycho-physical disorders as outcome. The research involved 530 workers working from home. A Structural Equations Model was estimated, revealing that organizational communication is positively associated with self-efficacy and negatively with technostress and psycho-physical disorders. As mediators, technostress is positively associated with psycho-physical disorders, whereas self-efficacy is negatively associated. As regards mediated effects, results showed negative associations between organizational communication and psycho-physical disorders through both technostress and self-efficacy. This study highlighted the potential protective role of organizational communication that could buffer the effect of technostress and enhance a personal resource, self-efficacy, which is functional to the reduction of psycho-physical disorders. This study contributed to literature underlying the role of communication in the current crisis and consequent reorganization of the working processes.

scholarly journals “Yes, I Can”: the protective role of personal self-efficacy in hindering counterproductive work behavior under stressful conditions

2014 ◽  
Vol 28 (5) ◽  
pp. 479-499 ◽  
Author(s):  
Roberta Fida ◽  
Marinella Paciello ◽  
Carlo Tramontano ◽  
Claudio Barbaranelli ◽  
Maria Luisa Farnese
Keyword(s):  
Self Efficacy ◽  
Counterproductive Work Behavior ◽  
Protective Role ◽  
Work Behavior

Teachers navigating distance learning during COVID-19 without feeling emotionally exhausted: The protective role of self-efficacy.

2021 ◽  
Vol 36 (6) ◽  
pp. 494-503
Author(s):  
Annalisa Soncini ◽  
Emanuele Politi ◽  
Maria Cristina Matteucci
Keyword(s):  
Distance Learning ◽  
Self Efficacy ◽  
Protective Role

Can knowledge hiding promote creativity among IT professionals

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ramsha Zakariya ◽  
Sajid Bashir
Keyword(s):  
Knowledge Sharing ◽  
Self Efficacy ◽  
Supervisor Support ◽  
It Professionals ◽  
Content Type ◽  
Benign Envy ◽  
Time Lagged ◽  
Creative Self ◽  
Knowledge Hiding

Purpose Knowledge sharing is believed to enhance creativity; however, the purpose of this study is to find out how and when knowledge hiding perception of target affects creativity of IT professionals. Design/methodology/approach Using a temporally segregated survey based data from IT professionals, this study investigates a three-way interplay of knowledge hiding, supervisor support for creativity and creative self-efficacy to examine employee’s creativity. Time lagged data were collected from 253 respondents working in IT-based organizations across Pakistan. Findings Findings provide interesting insights revealing that knowledge hiding perception of target enhances target’s creativity through the mechanism of benign envy. Another appealing finding is that the three-way interaction effect of supervisor support and creative self-efficacy is found to weaken the effect of knowledge hiding perception on employee creativity. Originality/value This is first of its kind study which is specifically related target’s knowledge hiding perception with their own creativity among IT professionals. This study further explores the mechanism of benign envy as a motivational drive through which target’s knowledge hiding perception enhances creativity. The cumulative role of conditional factors that affect knowledge hiding perception to creativity link from target’s perspective has also been clarified. Most of the studies focus on benefits of knowledge sharing and ignoring the outcomes of knowledge hiding.

scholarly journals The Effects of Abusive Supervision and Motivational Preference on Employees’ Innovative Behavior

2020 ◽  
Vol 12 (20) ◽  
pp. 8510
Author(s):  
Jian Tian ◽  
Yan Peng ◽  
Xing Zhou
Keyword(s):  
Self Efficacy ◽  
Cognitive Theory ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Innovative Behavior ◽  
The Sustainable Development ◽  
Important Relationship ◽  
Time Lagged ◽  
Creative Self

Individual innovative behavior has an important relationship with the sustainable development of an organization. Thus, mostly drawing on social cognitive theory, this study examined the relationship between abusive supervision and employees’ innovative behavior, focusing on the mediating role of creative self-efficacy and the moderating role of motivational preference. In an analysis of time-lagged data from three technological, innovation-based enterprises in Shenzhen, this study found that abusive supervision was negatively related to employees’ innovative behavior and that this relationship was mediated by creative self-efficacy. Moreover, motivational preference was found to moderate this relationship as well as that between abusive supervision and creative self-efficacy. Employees with higher levels of motivational preference (i.e., intrinsic motivational preference weighs more than extrinsic motivational preference) are more vulnerable to abusive supervision, causing lower creative self-efficacy performance and less innovative behavior. Alternately, employees with lower levels of motivational preference (i.e., extrinsic motivational preference weighs more than intrinsic motivational preference) are less vulnerable to abusive supervision, thus resulting in a weaker negative relationship between abusive supervision and their creative self-efficacy and innovative behavior.

Sign in / Sign up

Export Citation Format

Share Document