POVZETEK Diplomsko delo se ukvarja s preu?evanjem delovne ...

ABSTRACT
The main topic of this diploma thesis is an investigation of the concept of work selfefficacy
and comparison of factor (factor-analytical) and facet (facet-theoretical)
research approaches. The investigation of work self-efficacy is based on the
assumption that belief in one's own efficacy is an important determinant of behavior.
The paper is divided into three parts: theoretical, methodological and practical.
In the theoretical part, an overview of general theory of self-efficacy and related
empirical studies is given. The usage of the concept of self-efficacy within
organizational psychology is demonstrated. Finally, a theoretical model of work selfefficacy
is presented, which defines work self-efficacy as belief in one’s capability of
organizing and executing behavior, which is necessary for successful coping with
demands of specific working tasks or business behaviors.
The methodological part is focused on the examination of a theoretical model of
work self-efficacy. It deals with the investigation of the construct and predictive
validity of the work self-efficacy model and also with the comparison of factor and
facet approaches to theory testing and questionnaire construction. For this purpose,
three different questionnaires of work self-efficacy were constructed and tested on
university students (N=433). Empirical analysis confirms three basic determinants of
work self-efficacy: (1) reference context (whether the individual works alone or in a
group), (2) task type (whether the individual's work is in relation to data, to people or
to things) and (3) properties of working situation (whether or not the individual is
exposed to difficult working conditions such as work overload, absence of structure
or absence of knowledge). Analysis of predictive validity reveals that especially selfefficacy
for working with data is significantly correlated with high school and
undergraduate success. Comparison between factor and facet approaches on the
other hand reveals benefits and shortcomings of both approaches. They are similar
in their purpose and goal, but differ in their focus on theoretical foundations, in items
construction, in analysis assumptions, and in their interpretation and presentation of
results. Results of both approaches are to some extent similar.
Finally, the practical part deals with construction of a specific questionnaire of work
self-efficacy, that is: the questionnaire of self-efficacy for managerial behaviors
(named Managerial Behavior Questionnaire). It was tested on a sample of
employees from six Slovenian companies (N=76). The construction of the
questionnaire demonstrates the applicative value of the general model of work selfefficacy,
which was constructed in theoretical part and confirmed in the
methodological part of the thesis. The constructed questionnaire displays good
psychometric properties and seems applicative in companies. Importantly, selfefficacy
for managerial behavior is found to be significantly correlated with work
satisfaction, burnout and absenteeism.