Abstract

We have accumulated varied past experiences of success in a variety of domains, which can develop as "a general sense of positive expectations" that we have in unfamiliar and ambiguous domains. This study investigates general self-efficacy; its concept, measurement issues, and its implications for human resources management(HRM). First, the distinction and relationship among specific self-efficacy(SSE), general self-efficacy(GSE), and other related variables such as effort-performance expectancy, self-esteem, and level of aspiration are examined. GSE is a motivational trait-like variable, which functions regardless of domains as a belief and expectation of one's own capability. Second, the measurement issues of GSE are discussed. Many studies have regarded GSE as a construct with three factors, which are the level of activities, degree of efforts, and persistence. However, this conceptualization is an ad hoc interpretation of SE, and thus the content validity, and reliability of GSE. Lastly, the practical implications of general self-efficacy for human resources management are suggested. If GSE is well measured, GSE measures are to be used as an effective predictor of selection/placement. In addition, GSE is to be a target variable of improvement and evaluation in education/training programs, especially in problem-based learning programs demanding overall coping competencies rather than job-specific competencies. The practical use of GSE as a generalized competency should be expanded further and more empirical studies need to be conducted in various HRM fields.