The Experts below are selected from a list of 294 Experts worldwide ranked by ideXlab platform
Christopher A. Higgins - One of the best experts on this subject based on the ideXlab platform.
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A Self‐Efficacy Theory Explanation for the Management of Remote Workers in Virtual Organizations
Journal of Computer-Mediated Communication, 2006Co-Authors: D. Sandy Staples, John Hulland, Christopher A. HigginsAbstract:The current study is a first step in investigating how virtual organizations can manage remote employees effectively. The research used Self-Efficacy Theory to build a model that predicts relationships between antecedents to employees' remote work Self-Efficacy assessments and their behavioral and attitudinal consequences. The model was tested using responses from 376 remotely-managed employees in 18 diverse organizations. Overall, the results indicated that remote employees' Self-Efficacy assessments play a critical role in influencing their remote work effectiveness, perceived productivity, job satisfaction and ability to cope. Furthermore, strong relationships were observed between employees' remote work Self-Efficacy judgments and several antecedents, including remote work experience and training, best practices modeling by management, computer anxiety, and IT capabilities. Because many of these antecedents can be controlled managerially, these findings suggest important ways in which a remote employee's work performance can be enhanced, through the intermediary effect of improved remote work Self-Efficacy. The current study also provides a basis for future research in the remote work area through its development and testing of a remote management framework.
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A Self-Efficacy Theory Explanation for the Management of Remote Workers in Virtual Organizations
Organization Science, 1999Co-Authors: D. Sandy Staples, John Hulland, Christopher A. HigginsAbstract:The current study is a first step in investigating how virtual organizations can manage remote employees effectively. The research used Self-Efficacy Theory to build a model that predicts relationships between antecedents to employees' remote work Self-Efficacy assessments and their behavioral and attitudinal consequences. The model was tested using responses from 376 remote managed employees in 18 diverse organizations. Overall, the results indicated that remote employees' Self-Efficacy assessments play a critical role in influencing their remote work effectiveness, perceived productivity, job satisfaction, and ability to cope. Furthermore, strong relationships were observed between employees' remote work Self-Efficacy judgments and several antecedents, including remote work experience and training, best practices modeling by management, computer anxiety, and IT capabilities. Because many of these antecedents can be controlled managerially, these findings suggest important ways in which a remote employee's work performance can be enhanced, through the intermediary effect of improved remote work Self-Efficacy. The current study also provides a basis for future research in the remote work area through its development and testing of a remote management framework.
D. Sandy Staples - One of the best experts on this subject based on the ideXlab platform.
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A Self‐Efficacy Theory Explanation for the Management of Remote Workers in Virtual Organizations
Journal of Computer-Mediated Communication, 2006Co-Authors: D. Sandy Staples, John Hulland, Christopher A. HigginsAbstract:The current study is a first step in investigating how virtual organizations can manage remote employees effectively. The research used Self-Efficacy Theory to build a model that predicts relationships between antecedents to employees' remote work Self-Efficacy assessments and their behavioral and attitudinal consequences. The model was tested using responses from 376 remotely-managed employees in 18 diverse organizations. Overall, the results indicated that remote employees' Self-Efficacy assessments play a critical role in influencing their remote work effectiveness, perceived productivity, job satisfaction and ability to cope. Furthermore, strong relationships were observed between employees' remote work Self-Efficacy judgments and several antecedents, including remote work experience and training, best practices modeling by management, computer anxiety, and IT capabilities. Because many of these antecedents can be controlled managerially, these findings suggest important ways in which a remote employee's work performance can be enhanced, through the intermediary effect of improved remote work Self-Efficacy. The current study also provides a basis for future research in the remote work area through its development and testing of a remote management framework.
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A Self-Efficacy Theory Explanation for the Management of Remote Workers in Virtual Organizations
Organization Science, 1999Co-Authors: D. Sandy Staples, John Hulland, Christopher A. HigginsAbstract:The current study is a first step in investigating how virtual organizations can manage remote employees effectively. The research used Self-Efficacy Theory to build a model that predicts relationships between antecedents to employees' remote work Self-Efficacy assessments and their behavioral and attitudinal consequences. The model was tested using responses from 376 remote managed employees in 18 diverse organizations. Overall, the results indicated that remote employees' Self-Efficacy assessments play a critical role in influencing their remote work effectiveness, perceived productivity, job satisfaction, and ability to cope. Furthermore, strong relationships were observed between employees' remote work Self-Efficacy judgments and several antecedents, including remote work experience and training, best practices modeling by management, computer anxiety, and IT capabilities. Because many of these antecedents can be controlled managerially, these findings suggest important ways in which a remote employee's work performance can be enhanced, through the intermediary effect of improved remote work Self-Efficacy. The current study also provides a basis for future research in the remote work area through its development and testing of a remote management framework.
Anne Petrovich - One of the best experts on this subject based on the ideXlab platform.
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TEACHING NOTES: USING Self-Efficacy Theory IN SOCIAL WORK TEACHING
2016Co-Authors: Anne PetrovichAbstract:Social work educators face the enormous challenge of preparing students to tackle the complex realities they will face in professional practice. In this conceptual article, the author argues for the informed use of Self-Efficacy Theory as one pragmatic guide for the design of teaching methods uniquely suited to social work practice. Research concerning the known sources of Self-Efficacy is reviewed and recommendations for how this research can be applied in social work education is presented. The strengths and limitations of Self-Efficacy Theory in the context of social work perspectives and values are also discussed.
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Using Self-Efficacy Theory in Social Work Teaching
Journal of Social Work Education, 2004Co-Authors: Anne PetrovichAbstract:Abstract Social work educators face the enormous challenge of preparing students to tackle the complex realities they will face in professional practice. In this conceptual article, the author argues for the informed use of Self-Efficacy Theory as one pragmatic guide for the design of teaching methods uniquely suited to social work practice. Research concerning the known sources of Self-Efficacy is reviewed and recommendations for how this research can be applied in social work education is presented. The strengths and limitations of Self-Efficacy Theory in the context of social work perspectives and values are also discussed.
John Hulland - One of the best experts on this subject based on the ideXlab platform.
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A Self‐Efficacy Theory Explanation for the Management of Remote Workers in Virtual Organizations
Journal of Computer-Mediated Communication, 2006Co-Authors: D. Sandy Staples, John Hulland, Christopher A. HigginsAbstract:The current study is a first step in investigating how virtual organizations can manage remote employees effectively. The research used Self-Efficacy Theory to build a model that predicts relationships between antecedents to employees' remote work Self-Efficacy assessments and their behavioral and attitudinal consequences. The model was tested using responses from 376 remotely-managed employees in 18 diverse organizations. Overall, the results indicated that remote employees' Self-Efficacy assessments play a critical role in influencing their remote work effectiveness, perceived productivity, job satisfaction and ability to cope. Furthermore, strong relationships were observed between employees' remote work Self-Efficacy judgments and several antecedents, including remote work experience and training, best practices modeling by management, computer anxiety, and IT capabilities. Because many of these antecedents can be controlled managerially, these findings suggest important ways in which a remote employee's work performance can be enhanced, through the intermediary effect of improved remote work Self-Efficacy. The current study also provides a basis for future research in the remote work area through its development and testing of a remote management framework.
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A Self-Efficacy Theory Explanation for the Management of Remote Workers in Virtual Organizations
Organization Science, 1999Co-Authors: D. Sandy Staples, John Hulland, Christopher A. HigginsAbstract:The current study is a first step in investigating how virtual organizations can manage remote employees effectively. The research used Self-Efficacy Theory to build a model that predicts relationships between antecedents to employees' remote work Self-Efficacy assessments and their behavioral and attitudinal consequences. The model was tested using responses from 376 remote managed employees in 18 diverse organizations. Overall, the results indicated that remote employees' Self-Efficacy assessments play a critical role in influencing their remote work effectiveness, perceived productivity, job satisfaction, and ability to cope. Furthermore, strong relationships were observed between employees' remote work Self-Efficacy judgments and several antecedents, including remote work experience and training, best practices modeling by management, computer anxiety, and IT capabilities. Because many of these antecedents can be controlled managerially, these findings suggest important ways in which a remote employee's work performance can be enhanced, through the intermediary effect of improved remote work Self-Efficacy. The current study also provides a basis for future research in the remote work area through its development and testing of a remote management framework.
Zhang Min - One of the best experts on this subject based on the ideXlab platform.
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the clinical application of self efficacy Theory in the rehabilitation of elderly patients with total knee replacement
Journal of Nursing Administration, 2009Co-Authors: Zhang MinAbstract:Objective To evaluate the effects of Self-Efficacy Theory in the rehabilitation of elderly patients with total knee replacement.Method Twenty-six elderly patients(45 knees) with total knee replacement were randomly divided into two groups.In addition to routine nursing,the Self-Efficacy Theory was applied in the rehabilitation of patients in the experimental group.The General Self-Efficacy Scale(GSES) and HSS knee joint grading criteria were used to assess the patients before and at one month and three months after the treatment.Result The scores of GSES and HSS were significantly higher in the experimental group than that of control group at one month and three months after the treatment(P0.05).Conclusion The application of Self-Efficacy Theory in the rehabilitation of elderly patients with total knee replacement can motivate the patients' potential,increase their self-confidence,improve the rehabilitation outcomes and promote the recovery of knee joint function.
