Creative Self-Efficacy

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Recommended: Related studies about self-efficacy

2.1 Self-Efficacy Self-efficacy has been studied in several previous studies. There are some definitions of self-efficacy in the prior studies. According toBandura (1982, p. 122), self-efficacy is dealing with the employee’s belief regarding how well he/she can execute the action required to deal with potential situations. Moreover, Gist and Mitchell (1992) assert that Self-efficacy is an individual’s confidence in his/her capability to achieve a better performanceon a particular task. Accordingly, it denotes an employee’s judgment with respect to his/her skills and abilities to perform a job properly. On the other hand, several authors (e.g., Elias et al., 2013; Karatepe et al., 2006) definethat self-efficacy is not only in individual level but also as a group or team level. It refers to the employees’ belief in their capabilities to perform jobs efficiently. Accordingly, the researchers argue that self-efficacy can be occurred at the team level as well as at the individual level. Furthermore, several authors also revealed an additional dimension of self-efficacy, known as creative self-efficacy. Creative self-efficacy eludes to an employee’s belief in his/her ability to perform his/her job (2013) discriminatory of job, which is related to employee well-being at work, has a relationship with employee’s quality such as self-efficacy. Moreover, Sonnentag, Binnewies, and Mojza (2010) assert that psychological well-being of an employee will lead to his/her efficacy in doing his/her job. On the other hand, self-efficacy can be occurred in the form of employee’s self-confidence to find a creative way to solve his/her job. Accordingly, we argue that employee well-being is also related to creative self-efficacy. When an employee has got a better well-being, he/she might have a better ability to find a creative way in solving his/her problem. Therefore, we hypothesize that employee well-being is an antecedent of creative self-efficacy

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