General Self Efficacy Theory

Generalized self-efficacy
The basic premise of self-efficacy theory is that “people’s beliefs in their capabilities to produce desired effects by their own actions” (Bandura, 1997, p. vii). In recent years, was developed an adaptation of self-efficacy called general self-efficacy (GSE) that has become an issue of contention among researchers and several criticisms were raised (e.g., Bandura, 1997), GSE is “individuals’ perception of their ability to perform across a variety of different situations” (Judge, Erez, & Bono, 1998, p. 170). General self-efficacy is the belief that one can perform a novel or difficult tasks, or cope with adversity in various domains of human functioning. Regarding job satisfaction, Judge et al. (1997) theorized that

The concept was first defined by Dennis Organ in 1988 as "an individual behavior which is not rewarded by a formal reward system ... but that, when combined with the same behavior in a group, results in effectiveness." According to Organ (1988) good citizenship behavior is characterized by altruism, conscientiousness, sportsmanship, and courtesy. In general it refers to all the positive and constructive actions that employees do, of their own will, which supports co-workers and benefits the company. The employee’s behavior in the organization is the result of many underlying assumption within the organization. How employees behave with their colleagues, in what way they interact toward their workplace environment and its artifacts, in what manner they interface toward the clients and other important external entities for the organization and all other behaviors that go beyond the call of duty are part of the OCB. The vast majority of the related research has focused on the effects of OCB on individual and organizational performance. Organs examine the nature of the employee behavior using eight independent research studies on the subject and demonstrate how the dominant, though not only, predictor of the "good citizen" is job satisfaction. He examines how workers perceive job satisfaction in terms of highly individualized, instinctive evaluations of fairness in their workplace. A research conducted on 422 employees and their supervisors from 58 departments of 2 banks examined the predictors of citizenship behavior. Results suggest that citizenship behavior includes at least 2 dimensions: altruism, or helping specific persons, and generalized compliance, a more impersonal form of conscientious citizenship. Job satisfaction showed a direct predictive path to altruism. Altruisms a OCB is not required in the job description but it contributes to