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The little engine that could: Self-efficacy implications for quality training outcomes

机译：可能的小引擎：自我效能对质量培训结果的影响

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摘要

Bandura (Ref. 1) has defined self-efficacy as the belief that one has the capability to perform a specific task, a belief that encompasses an individual's perceived combination of competence and confidence in a certain skill area. Self-efficacy consists of three distinct, but interrelated, dimensions. The magnitude of self-efficacy refers to the level of the task difficulty a person believes is attainable. The strength of self-efficacy refers to whether the conviction concerning magnitude is strong or weak. Generality indicates the extent to which self-efficacy perception are generalizable across situations and the belief that one can perform behaviors that are slightly different. The four sources of information Bandura (Ref. 1) considers essential to self-efficacy evaluation are inactive mastery, behavior modeling, verbal persuation and psychological indices. The most important source of information is enactive mastery, gained through repeated performance accomplishments (learning-by-doing). When enactive mastery is not possible, vicarious experience or behavior modeling the opportunity to observe the success and failures of others (learning-by-watching) can provide valuable self-efficacy information. Self-efficacy information can also be gained via verbal persuasion (learning-by-listening). Finally, individuals may acquire self-efficacy information from psychological indices or emotional arousal (Ref. 2). (32 refs.)
机译：班杜拉（参考文献1）将自我效能定义为一种信念，即人们具有执行特定任务的能力，这种信念涵盖了个人在特定技能领域的能力和自信心的组合。自我效能感由三个不同但相互关联的维度组成。自我效能感的大小是指一个人认为可以达到的任务难度。自我效能感的强度是指对量级的信念是强还是弱。普遍性表示自我效能感在各种情况下的普遍程度，以及人们可以执行略有不同的行为的信念。班杜拉（参考资料1）认为对自我效能评估至关重要的四个信息来源是不活跃的掌握，行为建模，言语劝说和心理指数。信息的最重要来源是通过反复的绩效成就（边做边学）获得主动式掌握。如果无法进行主动掌握，通过替代经验或行为建模来观察他人成功和失败的机会（通过观察学习）可以提供有价值的自我效能信息。自我效能感信息也可以通过口头说服（通过听力学习）获得。最后，个人可以从心理指数或情绪唤醒中获得自我效能信息（参考资料2）。 （32参考）

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