Exam 4 - Chapter 7

In meeting the POB criteria, resiliency is to be

"state like" or trainable and developable; opens the door for proactive efforts to create and develop resilient individuals, teams and orgs

C. Rick Snyder defines hope as a positive motivational state that is based on an interactively derived sense of successful

(a) agency (goal-directed energy), and (b) pathways (planning to meet goals). meaning consists of both the willpower (agency) and the waypower (pathways)

development of self-regulatory competencies

(i.e., self-motivation or self-management) involves a variety of interlinked self-referent processes i.e. self-monitoring, self-efficacy appraisal, personal goal setting, and use of self-motivating incentives.

Implications of Self-Efficacy for Effective Training - Social Persuasion

- Key to Success: All comments have impact, so feedback must be phrased positively to build trainee confidence. - Recommendations: Set trainees up for success so feedback comments can be very positive; Trainers must be careful and sensitive to keep positive things that are said and done in the presence of the trainee.

Implications of Self-Efficacy for Effective Training - Physical and psychological arousal:

- Key to Success: Make sure trainees experiencing physical or psychological symptoms interpret them as the nature of the training task and not some personal inadequacy (i.e., lack of ability) - Recommendations: Trainees must understand that the need to exert considerable physical (or psychological) effort does not mean a lack of personal capability; Getting trainees physically and psychologically fit may help arouse motivation to learn and be successful.

Implications of Self-Efficacy for Effective Training - Vicarious experience and modeling

- Key to Success: Model(s) used should have similar demographic attributes, and the training being done should be similar to what the trainees will be doing back on the job. - Recommendations: Carefully select models used in the training to have similar characteristics as the trainees; Set up training so that trainees perceive performance is due to the capability of the model and not other factors; Models should take a task-diagnostic perspective (i.e., focus on task and if mistake is made, interpret as way to learn rather than personal inadequacy).

Implications of Self-Efficacy for Effective Training - Mastery experience and performance attainment

- Key to Success: trainees must learn they are the cause of their performance - Recommendations: Plenty of practice so mastery (as defined by the training objectives) is reached; Break learning into series of obtainable endpoints to help self-confirmation of skills; Provide feedback on progress (not shortfalls) and contributions

The causal attributions or explanatory style pessimists and optimists tend to habitually use in interpreting personal bad events:

- Pessimists make internal (their own fault), stable (will last a long time), and global (will undermine everything they do) attributions. - Optimists make external (not their fault), unstable (temporary setback), and specific (problem only in this situation) attributions

______ _______ can be enhanced through developing other positive psychological capacities such as self-efficacy, hope, and optimism, and through teaching people how to use effective coping, stress management, problem solving, and goal-setting strategies and practical techniques

Adaptational processes

Following operational criteria must be met

Based on theory and research, valid measures, "state like" and open to development, managed for performance improvement

Self-efficacy does not has implications for stress management, self-managed teams, job design and goal setting, and leadership

FALSE

leadership efficacy will have a weak negative impact on followers and performance outcomes

FALSE

self-efficacy is not state-like and therefore doesn't aim at specific tasks and open to training and development

FALSE

self-efficacy is stable and trait-like, whereas self-esteem is changing over time as new information and task experiences are gained and developed and is state-like

FALSE

__________ efficacy is "trait like" or is stable over time and across situations or like a personality trait

General

The major sources of information for self-efficacy

Mastery experiences or performance attainments Vicarious experiences or modeling Social persuasion Physiological and psychological arousal

_________ may be motivated to work harder; be more satisfied and have high morale; have high levels of aspiration and set stretch goals; persevere in the face of obstacles and difficulties; make attributions of personal failures and setbacks as temporary, not as personal inadequacy, and view them as a one-time unique circumstance; and tend to feel good and invigorated both physically and mentally

Optimists

Physiological and psychological arousal

People often rely on how they feel, physically and emotionally, in order to assess their capabilities. More than the other sources of information, if these are negative (e.g., the person is very tired and/or not physically well or is particularly anxious/depressed and/or feels under a lot of pressure) this will generally greatly detract from efficacy. If these physical and mental states are well off, they don't necessarily process as contributing much to the individual's efficacy

_________ goes beyond economic (what you have, physical and financial assets), social (who you know, network of friends), and human capital (knowledge, skills, abilities, experience),

PsyCap

________ is a life-long journey, an elaborate process which competence is developed over time as people interact with their environment characterized by continuous change and uncertainty.

Resiliency

Civic virtues and the institutions that move individuals toward better citizenship

Responsibility, nurturance, altruism, civility, moderation, tolerance, and work ethic

____________ is highly variable depending on the specific task and is cognitively processed by the individual before any effort is expanded

Specific self-efficacy

can be used to build a resilient organization that aligns organizational, unit, and individual goals and objectives, and builds trust, commitment, and effective organizational learning and adaptational systems

Strategic planning, teamwork, decentralization, employee involvement, and open communication channels

Although effort performance or E1 and self-efficacy would both say effort leads to performance, self-efficacy involves perceptions of ability, skill, knowledge, experience with the specific task, complexity of the task and more ; self-efficacy has psychomotor reactions i.e. emotions, stress and physical fatigue

TRUE

Efficacy plays a vital role in human performance determinants i.e. goal aspirations, the incentives in outcome expectations and the perceived opportunities of a given project

TRUE

Evidence becomes important to developing countries i.e. China who need to leverage their still largely untapped wealth (in this case psychological capital) of their human (not just natural) resources for sustained growth and competitive advantage in the global economy

TRUE

Hope has construct validity

TRUE

In hiring for a particular job, making an assignment to a specific project, or promoting someone into an identifiable area of responsibility, assessing the person's present magnitude and strength of self-efficacy could be valuable input into the selection decision

TRUE

In setting goals, goal difficulty, commitment, progress and attainment will be affected by self-efficacy

TRUE

Optimistic scorers were much less likely to quit and did as well as the industry test in predicting performance

TRUE

PsyCap plays a role in research on authentic leadership

TRUE

PsyCap was found to be positively related to desired organizational citizenship behaviors and negatively to undesired organization cynicism, intentions to quit, and counterproductive workplace behaviors

TRUE

Self-efficacy scales could be set up for each of the major tasks or for the overall domain of a given job and would include, in ascending order, items that represent the increasing levels of difficulty. The respondent would check for each item yes or no (magnitude) and then next to it 0-100 percent probability of attainment (i.e., strength).

TRUE

Specific self-efficacy follows Bandura's conceptualization and is widely recognized by almost all efficacy scholars and the psychology field

TRUE

managers with higher hope levels had correspondingly higher performing work units, better retention rates, and more satisfied employees

TRUE

optimism was related to employee performance, job satisfaction and work happiness

TRUE

self-esteem is aimed at any aspect of one's current self, whereas self-efficacy is a current assessment of one's future success at a task

TRUE

· PsyCap is state-like and open to development; can be developed in a short training intervention; training causes performance to improve· PsyCap is state-like and open to development; can be developed in a short training intervention; training causes performance to improve

TRUE

Positive individual traits

The capacity for love and vocation, courage, interpersonal skill, aesthetic sensibility, perseverance, forgiveness, originality, future mindedness, spirituality, high talent, and wisdom.

Little vs big optimism

The magnitude and level of optimism may function quite differently. Little optimism involves specific expectations about positive outcomes whereas big optimism refers to more generic, larger expectations of positive outcomes

___________ and ________ have become the norm in today's business environment, and only organizations that can rejuvenate their adaptational systems and bounce back to swiftly respond to their ever-changing environments are likely to improve or even survive

Turbulence; instability

3 levels of positive psychology

Valued subjective experiences Positive individual traits Civic virtues and the institutions that move individuals toward better citizenship

Valued subjective experiences

Well-being, contentment, and satisfaction (in the past); hope and optimism (for the future); and flow and happiness (in the present).

The overall profile of resilient people is that they are characterized by

a staunch acceptance of reality; a deep belief, often buttressed by strongly held values, that life is meaningful; and an uncanny ability to improvise

Resiliency can be developed through enhancing the ________ that a person possesses through education, training, and nurturing social relationships, and by improving the quality of resources available for the person.

assets

Resiliency has been found to be influenced and developed by three factors

assets, risks and adaptational processes.

Optimism vs pessimism

attributions about bad events are identified as optimistic or pessimistic, but attributions about good events are not.

One apps approach has been to enhance self-efficacy to

better cope with stress and facilitate productive teamwork and collective efficacy of self-managed teams

A strong and stable organizational mission, vision, and set of values create a sense of

community, direction, and purpose, enhancing a resilient corporate culture

PsyCap predicted unique variance in these attitudes and behaviors over and above their

demographics (age, education, experience, etc.), core self-evaluation traits, personality traits, and person-organization and person-job fit

Successful performance does not automatically raise the level of efficacy, but the efficacy

depends on how the individual interprets and cognitively processes the success.

The theory-based Attributional Style Questionnaire or ASQ was designed to

determine the habitual explanatory style by asking the respondents to interpret six good and six bad vignettes in terms of personalization, permanence, and pervasiveness

The positive psychological capacities that best meet these criteria are

efficacy, optimism, hope and resiliency.

creative self-efficacy

employees' beliefs that they can be creative in their work roles

Traditionally, resiliency was portrayed as an

exceptional capability that only a select few possessed but recently, it comes from the everyday magic of ordinary, normative HR

Seligman used the term _________ ________ to depict how an individual habitually attributes the causes of failure, misfortune, or bad events

explanatory style

3 areas of Training and Development

guided mastery cognitive mastery modeling development of self-regulatory competencies

goals and pathways design & implementing obstacle planning

hope

guided mastery

includes instructive modeling to acquire a skill or competency, guided skill perfection, and then transferring the training back to the job to ensure self-directed success

The HRW model

indicates that there is an interactive, reciprocal determination between one's health, relationships and work

the self-efficacy process starts before

individuals select their choices and initiate their effort

Efficacy is a

judgment of one's ability to successfully execute a certain behavior pattern where the outcome expectancy is a judgement of the probable consequence the behavior will produce

Hope

largely portrayed as a unidimensional construct involving an overall perception that one can attain his or her goals

Learning and sustaining optimism

learned optimism says that anyone including pessimist can learn the skills to be an optimist. The social learning process of modeling (i.e., observing positive events and outcomes in one's relevant, valued environment) can contribute to the learning of optimism.

Bandura has argued that _______ are causal beliefs about action-outcome contingencies, whereas _______ is an individual's belief about his or her abilities and cognitive resources that can be marshaled together to successfully execute a specific task

locus of control attributions; self-efficacy

Magnitude

measures the level of task difficulty that a person believes he or she is capable of executing, and strength indicates whether the magnitude is strong and likely to produce perseverance when difficulties are encountered

those with higher-hope human resources are

more profitable, have higher retention rates, and have greater levels of employee satisfaction and commitment

Bandura strongly emphasizes that this self-efficacy is the

most pervading and important of the psychological mechanisms of self-influence.

efficacy beliefs contribute significantly to the level of ________ and __________

motivation; performance

In Seligman's pilot study, he found that

new insurance agents are more optimistic than any other group tested.

Self-efficacy can directly affect:

o Choice behaviors i.e. decisions will be made based on how efficacious the person feels toward the options o Motivational effort i.e. people will try harder and give more effort on tasks where they have high efficacy than those with low efficacy judgement o Perseverance i.e. those with high self-efficacy will bounce back, be resilient when meeting problems or even failure where those with low tend to give up when obstacles appear o Facilitative thought patterns i.e. efficacy judgments influence self-talks o Vulnerability to stress i.e. those with low self-efficacy tend to experience stress and burnout because they expect failure, whereas those with high enter into potential stressful situations with confidence and assurance and thus are able to resist stressful reactions

Optimism as Human Nature

o Early philosophers and psychologist were negative about optimism. They felt it was largely an illusion and that a more accurate perception of the hard facts of reality was more conductive to healthy psychological functioning o Cognitive psychologist began to demonstrate that many people tend to have a more positive bias of themselves than cold reality and that psychologically healthy people have this positive bias. § This positivity is inherent in the makeup of people or part of their basic human nature

Optimism as an Individual Difference

o Modern psychology treats optimism as an individual preference - people have varying degrees of optimism. § Treating optimism as an individual difference focuses on cognitively determined expectations and causal attributions

PsyCap is defined as

o having confidence (self-efficacy) to take on and put in the necessary effort to succeed at challenging tasks o making a positive attribution (optimism) about succeeding now and in the future o persevering toward goals and, when necessary, redirecting paths to goals (hope) in order to succeed o when beset by problems and adversity, sustaining and bouncing back and even beyond (resiliency) to attain success

From the emotional intelligence perspective, having hope means that

one will not give in to overwhelming anxiety, a defeatist attitude, or depression in the face of difficult challenges or setbacks

Positive psychology is concerned with __________ human functioning instead of _________ human functioning

optimal; pathological

Social persuasion

people's belief in their efficacy can be strengthened by respected, competent others persuading them that they "have what it takes" and providing positive feedback on progress being made on this particular task.

optimistically driven behavior may be aimed at _________ _________ or __________ ________

pointless pursuits; unrealistic goals

Another approach would be to use job designs that

provide more responsibility, challenge, and empowered personal control over the work to enhance the jobholder's perception of self-efficacy

Resiliency

reactive in nature and defined as class of phenomena characterized by patterns of positive adaptation in the context of significant adversity or risk

building efficacy/confidence & developing positive expectancy

realistic optimism

____________ _________ would result in more effective leadership than __________ ___________

realistic optimism; false optimism

Self-efficacy

refers to an individual's conviction (or confidence) about his or her abilities to mobilize the motivation, cognitive resources, and courses of action needed to successfully execute a specific task within a given context

generalized efficacy

reflects people's belief in successfully accomplishing tasks across a wide variety of achievement situations

_______ _______ can be managed through appropriate physical and psychological health care

risk factors

________ is a global construct of one's evaluation and belief of overall worthiness, whereas _________ is one's belief about a task-and context-specific capability

self-esteem; self efficacy

In Bandura's SCT, the capacity of self-reflection,

serves as the theoretical basis for self-efficacy

The Composite I method of scoring

shown to be a valid measure of self-efficacy and more reliable than other measures

The _________ - version of self efficacy is "state like" and meets the criteria for POB

specific

There are also certain jobs in which at least mild pessimism would be beneficial i.e.

technical jobs in safety engineering or jobs in financial control and accounting)

Resiliency is viewed as

the capacity to rebound or bounce back from adversity, conflict, failure or even positive events, progress and increased responsibility this bouncing back capacity involves flexibility, adjustment, adaptability and continuous responsiveness to change and uncertainty that can otherwise represent a source of psychological strain and challenge one's well-being over the term

the best profile of a high performer on a given task would be

the highly efficacious individual who really gets into the task (welcomes it and looks at it as a challenge); gives whatever effort it takes to successfully accomplish the task; perseveres when meeting obstacles, frustrations, or setbacks; has positive self-thoughts and talks; and is resistant to stress and burnout

Vicarious experiences or modeling:

the more similar the model (i.e. demographics such as age, sex, physical characteristics, and education, status and experience) and the more relevant the task being performed, the more effect there will be on the observer's efficacy processing. This vicarious source of information is particularly important for those with little direct experience (a new assignment) and as a practical strategy to enhance people's efficacy through training and development

Mastery experiences or performance attainments

the most powerful for forming efficacy beliefs because it is direct information about success. Mastering experiences gained through perseverant effort and ability to learn form a strong and resilient sense of efficacy, but efficacy built from successes that came easily will not be characterized by much perseverance when difficulties arise and will change more quickly.

the scope of efficacy quickly broadened beyond this domain of clinical behavior change to be successfully applied in areas such as

the promotion of health and recovery from physical setbacks; the control of eating; resistance to addictive substances; educational achievement; athletic performance; for the study and application of organizational behavior and performance in work settings

Positive OB or POB

the study and application of positive oriented HR strengths and psychological capacities that can be measured, developed and effectively managed for performance improvement in today's workplace

cognitive mastery modeling

to learn thinking skills and how to apply them by observing the decision rules and reasoning strategies successful models use as they arrive at solutions to problems and make effective decisions.

The aim of positive psychology is to

use scientific methodology to discover and promote the factors that allow individuals, groups, organizations, and communities to thrive

Self-Efficacy/Confidence

· The first and most theoretically developed and researched POB construct Has a widely acclaimed theoretical foundation, an extensive body of knowledge gathered through basic research, and proven effectiveness in a number of application areas including the workplace

PsyCap may also have implications for

· combating stress (there is a negative relationship); help facilitate positive organizational change (PsyCap is related to positive emotions that are in turn related to their attitudes and behaviors relevant to organization change); mediate the relationship between supportive organizational climate and employee performance; and be related to both employee creativity and employee well-being over time.