Relationship Between Self-Efficacy And Employee Performance

Self-efficacy can be defined as “people’s judgment of their capabilities to organize and execute courses of action required attaining designated types of performance” (Cherian & Jacob 2013).

Individuals personal self-beliefs on the completion of task can also termed as self-efficacy. Self-efficacy is the basic tool that changes the individual’s behavior which effects their performance and productivity. Self-efficacy is a person’s judgment about being able to perform a particular activity. It is “I can “or “I can’t” trust. Unless self-esteem, which reflects how employee feel about their worth or value within the organization, self-efficacy reflects how certain are employees to perform their duties. Self-efficacy depicts the how much firmly employees

People having low self-efficacy don’t like to do their work while the people having high self-efficacy not only do their own work efficiently but also try to work hard and always remains ready to face the difficulties that are occur in the way of their success. Self-efficacy influences what activities employees select, which kind of goals he sets and how much effort he put to attain those goals. There are four ways of self-efficacy. Managers can use strategies to build self-efficacy. First is mastery experiences; employees’ successful experiences increase self-efficacy. This is the most durable, tough and long lasting source of self-efficacy. In second vicarious experience continuously success at a work place can strengthen beliefs in one’s own abilities and skills. In oral appreciation managers can also increase self-efficacy of employees by giving them regular feedback and by motivate them to put their best efforts. Last one is emotional state; definite level of emotions can create a reviving feeling and one can give good performances. A good or +ve mood can increase one’s belief in self-efficacy, while bad mood could lessen the

To manage the productivity and employee output in a better manner, the organization should clearly recognize the quality and importance of employee performance. The main aim of every organization is to earn profit. Properly managing of employee performance enables the organization to earn profit and all the goals. Employee performance is basically the human behavior which is the most important part of the organization success. Employee performance greatly affects the wider goals of an organization. Every single employee plays very important role towards the organizational success. There are number of factors that can predict the performance of an individual that leads to the success of any organization. Different authors and researchers set different predictors for job performance. According to some psychologists, brainpower, leadership, turnover are predictors of job performance. Interpersonal skill is also known as forecaster of job performance. Apart from factors like leadership, turnover rate, rewards, wages etc., organizational justice is also considered as important factor to increase employee performance. Equity theory stems from the perception of organizational justice on job performance. When an employee perceives injustice in return he/she gives poor quality of work. That’s why; justice is considered an important factor