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Although technology still dominates, human resources and how they are managed is receiving increased attention in the analysis of gaining competitive advantage. Yet, many complex questions remain. This study first examines the theoretical understanding of employee engagement. Then an empirical investigation is made of the role that a wide variety of managers’ (n = 170) psychological state of self‐efficacy plays in the relationship between their employees’ (average of about 16 per manager) measured engagement and a multiple measure (self, subordinates and peers) of the managers’ effectiveness. Results of the statistical analysis indicate that the manager’s self‐efficacy is a partial mediator of the relationship between his or her employees’ engagement and the manager’s rated effectiveness. Overall, these findings suggest that both employee engagement and manager self‐efficacy are important antecedents that together may more positively influence manager effectiveness than either predictor by itself. Implications for effective management development and practice are discussed.

This viewpoint demonstrates the importance and significance of individual self-efficacy beliefs and perceptions with regard to performance and in relation to self-regulated learning. The concept of self-efficacy has been widely researched and reported mainly in academic journals. This viewpoint aims to clearly explain the concept and its formation, give some details of its relationship with performance and persistence in effort, and present some specific advice for managers and supervisors pertaining to guiding and assisting employees.

This paper is built upon the following: a thorough review of the literature regarding the topic of self-efficacy, the practical experience of the authors in mentoring and supervising employees, and a desire to offer specific, helpful advice to managers/supervisors in enhancing and stimulating employee self-efficacy and personal learning.

The body of research across several domains, such as business, education (mostly pre-college), psychology, and athletics, clearly reveals that personal self-efficacy beliefs/perceptions can be highly motivational with regard to performance and improvement in learning tactics and strategies. This study finds that little attention has been given to advising managers/supervisors in assisting employees to enhance personal self-efficacy, hence the effort to provide direct advice.

There have been a few attempts to link self-efficacy with self-regulated learning. Both concepts are valuable when it comes to individual effectiveness in performance and in one’s personal growth; and this study highlights the coordination between the two. Originality and value are represented in the advice offered for managers/supervisors using the ordered, process steps of self-regulated learning as an organizing basis.

This paper assesses the continuance intention (CI) for mobile-based payment (M-payment) services following the COVID-19 pandemic by combining the self-efficacy construct with the electronic service quality model.

This exploratory, cross-sectional research employs qualitative and quantitative research methods; specifically, a questionnaire and interviews. A total of 403 Jordanian participants completed valid questionnaires. Mediation and moderation evaluations assessed the M-payment service quality (MPSQ), self-efficacy and health concerns (HC) to determine CI.

The results verify the significance of MPSQ and self-efficacy in developing CI and show the mediating influence of self-efficacy between MPSQ and CI. Moreover, HC negatively impact the self-efficacy/CI link.

This research benefits M-payment service providers seeking to secure customer loyalty via improved M-payment services. The behavioral intention investigation will provide rich information about potential customers' CI and illuminate areas for development.

This research makes an original contribution to the existing M-payment literature by investigating the impact of customers' perception of service quality on their CI to utilize M-payment services, balanced with self-efficacy and HC.

In 2014, Turkish policymakers implemented a policy change in the school inspection system that encouraged school principals to conduct classroom observations and provide feedback to teachers as a means to improve teaching. However, the question of whether or to what extent such feedback has an impact on teaching has not previously been researched. The study presented in this article scrutinizes the relationship between classroom observation feedback from principals and teachers’ classroom practices, as well as the mediating role of teachers’ self-efficacy in terms of instructional practices, student engagement and classroom management.

Confirmatory factor analysis and structural equation modeling are employed to examine the relationship among principals’ feedback, teacher self-efficacy and teachers’ instructional practices using data from the Teaching and Learning International Survey (TALIS), compiled by the OECD in 2018.

These analyses indicate a small but significant direct correlation between principals’ feedback and teachers’ instructional practices, as well as an indirect relationship mediated by teacher self-efficacy in instructional practices.

The findings support the policy shift in Turkey by concluding that classroom observation feedback from principals makes contributions to the improvement of instructional practices.

This study establishes a connection between teachers’ classroom practices and leadership behaviors, which has not been extensively researched in developing nations.

The purpose of this paper is to examine the effect of employees' self-efficacy on employees' organizational identification. Based on a self-verification perspective, this paper focuses on the mediating role of leader–member exchange social comparison (LMXSC) and the moderating role of perceived organizational justice.

The authors conducted a field survey (Study 1) of 207 employees recruited from multiple financial organizations and tested a moderated mediation model using Hayes's (2018) PROCESS macro. The authors conducted another scenario-based experiment (Study 2) using a sample of 151 employees recruited online to further establish causality in our model.

Results suggest that employees' self-efficacy is positively associated with their LMXSC, which, in turn, positively impacts employees' organizational identification. The positive relationship between LMXSC and organizational identification is stronger when employees' perceived organizational justice is higher. The indirect effect of self-efficacy on organizational identification through LMXSC is also strengthened by perceived organizational justice.

Managers are encouraged to develop employees' self-efficacy and to create a fair environment to promote employees' identification with the organization.

This research extends organizational identification literature by examining how and when employees' self-efficacy, a dispositional predictor, leads to employees' identification with the organization from a self-verification perspective.

The purpose of this study is to investigate the impact of mobile self-efficacy on personal digital archiving (PDA) practices of undergraduate students.

This study used a quantitative research design for achieving the objectives. The population consisted of undergraduate students from public sector universities (the top five) of Punjab, Pakistan, listed in the Higher Education Commission recognized general universities. The data were analysed by using SmartPLS, mobile self-efficacy was the independent variable that consisted of two constructs (basic mobile phone operations and using the internet and emails). PDA practices was the dependent variable (information backup, clearing and deleting).

The analysis consisted of two major parts: first the assessment of measurement model and second the structural equation modelling analysis. A significant impact of mobile self-efficacy (basic mobile phone operations, using internet and email) was found on all the sub-constructs (information backup, information clearing and information deleting) of PDA practices. However, using internet and email has no significant impact on the information clearing practices of undergraduate students of Pakistani universities.

This study is a valuable addition to the extant literature because no comprehensive research has been carried out on the impact of mobile self-efficacy and PDA through mobile phones. It also contributes theoretically in the form of the development of a validated instrument on mobile-based PDA. Additionally, it possesses practical value for information literacy instruction programs.

Drawing on the social cognitive theory, this research examines the relationship of perceived parental support factors and the next-generation succession intention in the family business regarding the mediating effect of family business self-efficacy factors.

This study uses the structural equation modelling method to analyse 16,521 cases from the global university entrepreneurial students' spirit survey (GUESSS) 2018 project.

This study provides evidence that parental support can influence the family business self-efficacy of the next-generation members, leading to succession intention of the family business. However, having high self-efficacy towards non-family members does not necessarily increase next-generation members' intention to engage in family business succession.

This research lacks information about the next-generation's perception of parental psychological control, which is needed to examine the model of next-generation engagement more comprehensively in the family business.

Attempting to complement the family business literature, this study provides evidence about the determinants of next-generation members' succession intention and extends prior discussions on family business self-efficacy.

For half a century, psychologist Albert Bandura has worked to advance a cognitive interactional model of human functioning that emphasizes the role of cognitive and symbolic representations as central processes in human adaptation and change. In his seminal 1977 publication, Bandura emphasized that these representations – visualized actions and outcomes stemming from reflective thought – form the basis from which individuals assess their personal efficacy. An efficacy belief, he contended, is the “conviction that one can successfully execute the behavior required to produce the outcomes” one desires (p. 193). Efficacy beliefs serve as the primary means by which people are able to exercise a measure of control over their lives. During the next two decades, Bandura (1986, 1997) advanced his social cognitive theory, in which people are viewed as self-organizing, proactive, self-reflecting, and self-regulating rather than as solely reactive organisms, products of environmental or concealed inner influences. From this agentic perspective, people are seen as contributors to their life circumstances, not just recipients of them. In this way, people are “partial architects of their own destinies” (Bandura, 1997, p. 8).

This research aimed to determine the mediating effect of entrepreneurial self-efficacy on the relationship between entrepreneurial passion and leadership styles. Two hundred hardware and footwear entrepreneurs from the Las Malvinas Commercial Emporium, Lima, Peru were surveyed. The partial least squares structural equation modelling (PLS-SEM) multivariate statistical technique was applied for data analysis. It was found that there is a complementary mediating effect of entrepreneurial self-efficacy in the relationship between entrepreneurial passion and leadership styles. On the other hand, it was concluded that entrepreneurial passion has a positive influence on entrepreneurial self-efficacy. Likewise, there is a positive influence of entrepreneurial self-efficacy on leadership styles, and there is a positive influence of entrepreneurial passion for leadership styles. This research contributed theoretically to the academic literature and provided empirical evidence of the relationship of the proposed variables; it proved a new predictive and explanatory structural model that can now be used in future research worldwide and generated a model of the studied variables that are useful for both academia and the business world.

This chapter addresses the shortcomings of current self-efficacy models describing the health information practices of lesbian, gay, bisexual, transgender, queer, intersex, and asexual (LGBTQIA+) communities. Informed by semi-structured interviews with 30 LGBTQIA+ community leaders from South Carolina, findings demonstrate how their self-efficacy operates beyond HIV/AIDS research while complicating traditional models that isolate an individual’s health information practices from their abundant communal experiences. Findings also suggest that participants engage with health information and resources in ways deemed unhealthy or harmful by healthcare providers. However, such practices are nuanced, and participants carefully navigate them, balancing concerns for community safety and well-being over traditional engagements with healthcare infrastructures. These findings have implications for public and health librarianship when providing LGBTQIA+ communities with health information. Practitioners must comprehend how the collective meanings, values, and lived experiences of LGBTQIA+ communities inform how they create, seek, share, and use health information to engage in successful informational interventions for community health promotion. Otherwise, practitioners risk embracing approaches that apply decontextualized, deficit-based understandings of these health information practices, and lack community relevance.