Most efforts to measure self-efficacy have focused on a subject's expectations about performing specific tasks or what is referred to as "domain-specific" or "situation-specific" efficacy beliefs.
[3][4][5] Though both share similar antecedents, general efficacy is thought to be more resistant to ephemeral influences and more tied to other self-evaluation constructs such as self-esteem or locus of control.
[7] There has been reference to work self-efficacy in the literature through such studies as Woodruff and Cashman[8] Bosscher and Smit[9] Chen and Gully[10] and Kirk and Brown.
A published article from International Journal of Sociology and Social Policy describes a study constructed on the self-efficiency of adolescent, especially on high school teenagers, with previous work experience.
In turn, the heightened self-efficiency increases the confidence level of young adults for the future anticipations of family lives, community participations, personal health and economic achievements.
We know, for example, that it is not sufficient to "empower" workers and expect improved work performance without considering individual differences that might be differentiated by self-efficacy and related constructs.
[39][40] The work self-efficacy inventory was developed in the belief that there is benefit in assessing especially new or prospective workers' confidence in managing workplace experiences.
Since efficacy is a malleable property, there are methods for employees to achieve relative success in their jobs within the workplace by increasing their confidence about performing a range of social behaviors.
It has been used in a variety of studies both in the United States and abroad, and has been linked to work performance as well as to a range of educational dimensions, such as support and retention, and to other facets of efficacy, such as academic and career.