Relationships Among Self-Efficacy, Coping, And Job Satisfaction

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Chang, Y., & Edwards, J. K. (2015). Examining the relationships among self-efficacy, coping, and job satisfaction using social career cognitive theory an SEM analysis. Journal of Career Assessment, 23(1), 35-47. doi:10.1177/1069072714523083 The authors use social career cognitive theory to explore the relationship between coping style, self-efficacy, and job satisfaction. Social career cognitive theory states that job outcomes are a result of goal-orientated behavior, personality, and contextual factors, such as work conditions and/or interpersonal relationships. Chang and Edwards ' empirical study of nurses in Taiwan found that high self-efficacy leads to use of problem-focused coping resulting in higher job satisfaction,
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Work is an emotionally charged process and emotions influence every aspect from work relationships to performance. The article focuses on how harnessing and addressing employee emotions can create a positive affect influencing task performance, creativity, decision-making, organizational performance, and pro-social behavior. Ozcelik, Langton, and Aldrich believe that by addressing the emotional needs of employees managers build positive working relationships, which satisfies a hygiene factor and enables personal growth a motivator through sharing and addressing emotions. Additionally, the article explores what happens when employees ' emotional needs are not met, such as poor performance, absenteeism, deviant behavior, work-related conflict, low morale, lack of organizational commitment, decreased profits, and turnover. This article serves a dual purpose. First, it lays the foundation for emotional intelligence training. Second, the article supports theories associated with positive psychology by addressing and understanding employee emotional states will lead to optimal human functioning the core tenet of positive psychology through celebrating achievements, positive feedback, encouraging teamwork, creating a positive climate, and offering opportunities for professional growth; thereby, motivating their employees supporting Herzberg two-factor theory. Finally, will be the foundation for a workshop on emotions in the workplace and what manager can do to motivate employees through addressing hygiene factors, such as work relationships and work

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