Erratum

Abstract

Reizer, A., & Hetsroni, A. (2015) Caregiving representations at work and the moderating role of job self-effi cacy. Psychological Reports: Employment Psychology & Marketing, 116, 1, 60-73. DOI: 10.2466/01.PR0.116k12w2

In the introduction of the above article, a section of text was copied too closely from a source not clearly cited. The authors apologize for this oversight and wish to clarify that the following text in their article is quoted largely from:

Beauregard, T. E. (2012) Perfectionism, self-effi cacy and OCB: the moderating role of gender. Personnel Review, 41(5), 590–;608. DOI: 10.1108/00483481211249120

High self-effi cacy may contribute to improved performance in a range of work situations (Stajkovic & Luthan, 1998). Specifi cally, self-effi cacy theory posits that individuals judge their ability to cope successfully with challenges, when faced with environmental demands, and that based on this judgment, individuals initiate and persist with behavioral strategies to manage challenges eff ectively and attain desired outcomes (Bandura, 1997). These behavioral strategies consist of self-regulatory techniques such as goal setting, development of rules for infl uencing the environment, and monitoring the self (Maddux, 1995; Raghuram, Wiesenfeld, & Garud, 2003). As individuals with high scores on self-effi cacy make greater use of adaptive behavioral strategies (Raghuram, et al., 2003), these individuals are apt to have knowledge of both what citizenship behaviors are appropriate in a particular workplace and how to plan for and conduct these behaviors eff ectively. For instance, an individual high in self-effi cacy may be more likely to volunteer to help co-workers with work-related problems, or to attend voluntary meetings, because s/he is better able to proactively plan for these activities and organize the workday to accommodate them. Empirical support of this proposition found that general self-efficacy predicted personal initiative and “taking charge”… (pp. 62–63).