Relationship between conscientiousness and learning in employee training: Mediating influences of self-deception and self-efficacy.

Joseph J. Martocchio, Timothy A. Judge·1997·Journal of Applied Psychology
DOI 10.1037//0021-9010.82.5.764

Abstract

A field study of 97 employees tested a model of the mediating influences of self-deception and task-specific self-efficacy in the relationship between conscientiousness and learning. The setting was an introductory Windows 3.1 software training course. Findings indicated that, as hypothesized, self-deception and self-efficacy mediated the relationship between conscientiousness and learning. Specifically, conscientiousness was positively related to self-deception, which was negatively related to learning, and conscientiousness was positively related to self-efficacy, which was positively related to learning. In addition, 4 alternative models were estimated. The results of the tests of the 4 alternative models were not supported by the data, further substantiating the validity of the hypothesized model.

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    Salas, Eduardo, Cannon-Bowers, Janis A. · 2001 · Annual Review of Psychology
  4. Effectiveness of training in organizations: A meta-analysis of design and evaluation features.
    Arthur, Winfred, Bennett, Winston, Edens, Pamela S., Bell, Suzanne T. · 2003 · Journal of Applied Psychology
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CoChat. (2026). Citation check: Relationship between conscientiousness and learning in employee training: Mediating influences of self-deception and self-efficacy. https://app.cochat.ai/papers/10.1037//0021-9010.82.5.764
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Martocchio, J. J., & Judge, T. A. (1997). Relationship between conscientiousness and learning in employee training: Mediating influences of self-deception and self-efficacy. Journal of Applied Psychology. https://doi.org/10.1037//0021-9010.82.5.764

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