Self-Efficacy In Organisational Behaviour

Introduction

Positive Organisational Behaviour (POB) can be defined as “the study and application of positive oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace,” (Luthans, 2011). POB is critical in the success of the organisation, because it depends directly on the well-being and health of their employees. POB is important to ensure high performance, employee commitment and it decreases the level of turnover. A company that ensures the growth of positive organisational behaviour, will be very successful, as they believe and trust in the prosperity and benefit of their employees.

Emotional Intelligence and Self-efficacy are

The first major concept that self-efficacy affects is employee’s choice of behaviour, employees will make decisions based on the way they feel towards the task or assignment. It is also directly affected by motivational effort, whereby employees motivate themselves when they have high self-efficacy with a task that they are given. Self-efficacy also has direct effect on perseverance, an employee with high self-efficacy are volatile when faced with a problem they need to overcome, however employees with low self-efficacy, will give up as soon as they are faced with an obstacle. (Can add the other 2 additional concepts if

An individuals self-efficacy can be strengthened by respect and positive feedback from another individual. However there is no question as to what impact negative feedback has on an individuals’ self-efficacy, because often individuals ignore the negative criticism and focuses only on the positive comments.

The influential source of information is through physiological and psychological arousal. Individual’s capabilities are often determined by how they feel physically and emotionally, when faced with a task. This source of information is greatly affected by negativity, because when an individual is physically ill, tired, or are having family troubles, it greatly affects their self-efficacy. For example, when an HR Officer, is physically ill from the flu, he or she will less likely be able to focus on the HR report thats deadline is at noon, indicating his or her low self-efficacy when ill.

Implications of self-efficacy for effective