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Professional self-efficacy, a push towards job success.

autoeficacia percibida profesional

Want to is can. However, in numerous occasions feel us incapacitated to the hour to undertake to the achievement of put. The level of autoeficacia is the one who marks the belief in our own capacities to face up to different situations or challenges, organising and executing the tasks or necessary actions to the success.

It was the famous psychologist Albert Bandura the one who entered the term autoeficacia perceived like part of his Theory of the Social Learning, elaborated in 1977. For Bandura, the autoeficacia is fundamental to activate us to the realisation of a behaviour.  Therefore, a high level of autoeficacia is related directly with people with positive aspirations, emprendedora and with lower levels of anxiety in front of possible threats. On the other hand, the people with low levels of autoeficacia will feel  blocked by his beliefs, usually erroneous, of not being able to make the tasks to the success.

“Trust you same does not guarantee the success, but not to do it guarantees the failure.”

Albert Bandura (been born in 1925)

Foundations of the autoeficacia perceived.

According to Bandura (1997), the beliefs of autoeficacia conform  in base to four fundamental pillars:

  1. Experiences of previous execution. The people feel us abler when we already have made successfully some previous tasks. For example, to the hour to initiate a new work, our level of autoeficacia will increase to measure that our previous works have been more similar to the new.
  2. Vicarious experience. The observation of similar people to us making determinate tasks promotes us to believe more in our own capacities. If he that is like me has done it well, why did not go it to do I?
  3. Social persuasion. Although in lower level that the two previous, the criticisms and evaluations that receive of the other merman or increase our levels of autoeficacia. The feel arropado by others increases our levels of confidence to undertake. However, the not having external supports mermará ours belief in the success. The social impact is sometimes this empujoncito that need to decide us to the action.
  4. The emotional and physiological state. Obviously, a person with a positive emotional state will see everything with better eyes to the hour to undertake that others. A person with a physiological state of anxiety elevated or in bad state of health will tend to have a lower level of autoeficacia. In negative states the people see us more useless that when all seems that it flows better.

>> Article related: 17 cognitive distortions.

Autoeficacia Professional, precursor of a successful labour career. 

The autoeficacia is notable for any task of the human behaviour: make the tasks of the home; make the “operation bikini”; make a trip etc. However, earns a special relief to the hour to relate it withthe  emprendimiento labour and the capacity initiate new tasks and works.

Our beliefs of autoeficacia professional go to influence in our capacity of election in the development of new activities, like the development of a business or the prospección labour in search of a work. In occasions, the people tend to avoid make the tasks that do not feel  able to dominate. It is by this that scare us some offers of work, that seem only reserved to the elite, to executive heights with multiple másters or experiences of years; with some names in English that define put that only they seem allocated to executive members of the NASA.

The companies look for people with high levels of autoeficacia. 

Offers of work like the described in to the previous paragraph, with high requirements, go to reduce the autoeficacia perceived of the people that read it, that will feel  unable to make all these tasks demanded and will throw  for backwards to the hour to throw his CV in this offer. Partly, demand high capacities for the places of work goes to serve of filter of these people that do not have the sufficient aspiration or the belief in himself same to be able to carry out this work. Although they have exaggerated in the capacities or competitions demanded and afterwards the work involve a lower load. The companies look for to people with motivation of attainment and able to face the challenge of the work. These people are those that afterwards will be more profitable for his organisation.

>> Article related: How establish put motivational.

Therefore, the beliefs of autoeficacia professional:

  • They determine the number of attempts and time invested of the workers stop to resolve problems (Salanova, Bresó and Schaufeli, 2005).
  • They affect to the perceptions of control of the people on the surroundings and moderate factors estresantes as it overloads it of work, the temporary pressure or the routines (Salanova, Grau and Martínez, 2005).
  • Low levels of autoeficacia associate  to high levels of burnout, depression and anxiety and
  • High levels of autoeficacia favour the dedication and satisfaction of the workers (Salanova, Schaufeli, Llorens, Grau and Peiró, 2000).

In psychology, understands  to the autoeficacia like a constructo of the personality, like general skill of one same to the success  (Schwarzer, 1999) by what turns into important part for the personal and professional development, afrontando the new situations to the achievement of the personal success.

>> Article related: Resiliencia: factors of improvement.

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References:

Bandura (1977). Social Learning Theory. Englewood Cliffs: Prentice-Hall. 

Bandura, A. (1997). Self-Efficacy. The exercise of control. New York: Freeman

Maffei, L; Spontón, C; Spontón, M; Castellano, E; Medrano, L A; (2012). Adaptación del Cuestionario de Autoeficacia Profesional (AU-10) a la población de trabajadores cordobeses. Pensamiento Psicológico, 10() 51-62. Recuperado de http://www.redalyc.org/articulo.oa?id=80124028004

Peiró, J.M., Osca, A., Recio, P. Rubio, C., Urien, B. (2015), Work-family conflict, self-efficacy, and emotional exhaustion: A test of longitudinal effects, Revista de Psicología del Trabajo y de las Organizaciones, 31 (3), pp 147-154, ISSN 1576-5962, https://doi.org/10.1016/j.rpto.2015.06.004. (http://www.sciencedirect.com/science/article/pii/S1576596215000420)

Salanova, M., Bresó, E. y Schaufeli, W.B. (2005). Hacia un modelo espiral de las creencias de eficacia en el estudio del burnout y del engagement. Ansiedad y Estrés, 11(2-3), 215- 231.

Salanova, M., Grau, R. y Martinez, I. (2005). Demandas laborales y conductas de afrontamiento: el rol modulador de la autoeficacia profesional. Psicothema, 17, 390-395

Salanova, M., Schaufeli, W. B., Llorens, S., Peiró, J.M., y Grau, R. (2000). Desde el burnout al engagement: ¿una nueva perspectiva? Revista de Psicología del Trabajo y las Organizaciones, 16(2), 117 – 134

Schwarzer, R. (1999). General perceived selfefficacy in 14 cultures. Self-efficacy assessment. Recuperado de www.yorku.ca/faculty/ academic/schwarze/world14.htm

Sobre el autor

Iván Pico

Graduado en Psicología (UNED). Nº Colegiado G-5480. Diplomado en Ciencias Empresariales (USC). Máster en Psicología del Trabajo y las Organizaciones. (INESEM). Máster Universitario Oficial en Orientación Profesional (UNED). Posgrado en Neuromarketing (Universidad Camilo José Cela). Técnico Deportivo Nivel II, fútbol sala (RFEF). Especialista en Psicología Aplicada al Deporte. Etc, etc...
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