J Appl Psychol. 2007 Jan;92(1):107-27. doi: 10.1037/0021-9010.92.1.107.

Self-efficacy and work-related performance: the integral role of individual differences.

The Journal of applied psychology

Timothy A Judge, Christine L Jackson, John C Shaw, Brent A Scott, Bruce L Rich

PMID: 17227155 DOI: 10.1037/0021-9010.92.1.107

Abstract

The present study estimated the unique contribution of self-efficacy to work-related performance controlling for personality (the Big 5 traits), intelligence or general mental ability, and job or task experience. Results, based on a meta-analysis of the relevant literatures, revealed that overall, across all studies and moderator conditions, the contribution of self-efficacy relative to purportedly more distal variables is relatively small. Within moderator categories, there were several cases in which self-efficacy made unique contributions to work-related performance. For example, self-efficacy predicted performance in jobs or tasks of low complexity but not those of medium or high complexity, and self-efficacy predicted performance for task but not job performance. Overall, results suggest that the predictive validity of self-efficacy is attenuated in the presence of individual differences, though this attenuation does depend on the context.

2007 APA, all rights reserved

MeSH terms

• Cognition
• Employee Performance Appraisal*
• Employment / psychology
• Humans
• Interpersonal Relations*
• Job Satisfaction*
• Motivation
• Organizational Culture
• Self Efficacy*
• Workplace / psychology

Publication Types

• Journal Article
• Review