Efficacy & Self- Efficacy

Marie Christianne Brugada

BEED Preschool
 “Whether you think
you can, or you think
you can’t—you’re
right.” -
Henry Ford
 Let’s start with an activity
On a scale from 1-5
• 1= not confident
• 2= slightly confident
• 3= confident
• 4= highly confident
• 5= over confident

How confident are you that you can make a basketball shot
from:
• 5 ft. away from the basket
• 15 ft. away from the basket (at the foul line)?
• 25 ft. away from the basket (about a foot behind the NBA 3-
point line)?
What is efficacy?
“ capabilities for learning or performing
actions at designated levels”
(Schunk & Pajares,2009,p.35; based on
Bandura, 1997)
 I asked you about your:

perceived capabilities

 to perform a basketball shot

at three designated levels (5, 15, 25 feet away
from the basket)
Let’s explore…
 What is self-efficacy?
 Four sources of self-efficacy?
 Two types of self-efficacy
 How can teachers foster student’s self-efficacy?
Self-efficacy

Psychologist Albert Bandura defined self-efficacy as

an individual’s belief that he or she will be able to
accomplish a specific task.

The concept plays a major role in Bandura’s Social

Learning Theory , which focuses on how personality is
shaped by social experience and observational
learning.
The Four Sources of self-efficacy

 Mastery Experience
 Social Modeling
 Verbal Persuasion
 Physiological Factors

-Bandura
1. Mastery Experience/Actual Performances

If people experience only easy successes they

come to expect quick results and are easily
discouraged by failure.
2. Social Modeling/Vicarious Experiences

The second way of creating and

strengthening self-beliefs of efficacy is through
the vicarious experiences provided by social
models.
3. Verbal Persuasion

Social persuasion is the third way of strengthening

people’s beliefs that they have what it takes to
succeed.
4. Physiological Factors

The fourth way of modifying self-beliefs of efficacy is to

reduce people’s stress reactions and alter their
negative emotional proclivities and its interpretations
of their physical states.
Self -efficacy can be split into two types
Self-efficacy

HIGH LOW
Recover Fail
Interests Avoid
Strong Lose
Enjoy Lack
How can teachers foster student’s self-efficacy
considering the sources of self-efficacy?

 Mastery Experience
• challenging tasks with the support necessary for them to
succeed.
 Social Modeling
• Have students observe others succeed.
 Verbal Persuasion
• Encourage students; remind them of successes
 Physiological Factors
• Minimize anxiety
ITS ALL ABOUT HOW YOU SEE YOURSELF
 Development of
Assessment Tools

 Self-report
 Rating scales
 Semantic Differential scales
 Thurstone scale
 Affective Domain

• The affective domain is one of the three domains in

Bloom’s Taxonomy, with the other two being the
Cognitive and Psychomotor (Bloom, et al.,1956)

• The affective domain (Krathwohl, Bloom, Masia,

1973) includes the manner in which we deal with
things emotionally such as feelings, values,
appreciation, enthusiasms, motivations, and
attitudes.
• Assessment tools in the affective domain,
in particular, those which are used to
assess attitudes, interests, motivations,
and self-efficacy, have been developed.
 Self-report
Self-report is the most common measurement
tool in the affective domain.
It essentially requires individual to provide an
account of his attitude or feelings toward a…
concept or idea
people
 It is sometimes called “ written reflections”

 In using this measurement tool, the teacher requires the

students to write his/her thoughts on a subject matter .
ex. “Why I like or Dislike Mathematics”

 The teacher ensures that the students write something

which would demonstrate the various levels of taxonomy
e.g. lowest level of receiving up to characterization.
 Add-on
• Self-report are widely used with both clinical and non-
clinical populations and for variety of reasons, from
diagnostic purposes to helping with career guidance.

• The most common form of objective test in personality

psychology is the self-report measure.

• Self-report measures rely on information provided

directly by participants about themselves of their
beliefs through a question-and-answer format.

• There are numbers or test format, but each one

requires respondents to provide information about their
own personality.
 Examples of Self-report

• Essays
• Reflection papers
• Journals
• Diaries
Essay
- a short
piece of
writing on a
particular
subject
Journal
- a daily record
of news and
events of a
personal nature
Reflection Paper
- a paper on what
you think about
something
Rating Scales
 Rating scale is an important technique of
evaluation. It is the assessment of one person
by another person. This is one of the oldest
methods of personality assessment.

Rating is a term applied to expression of

opinion or judgment regarding some situation,
object or character. Opinion are usually
expressed on a scale or value.
How satisfied were you with your in-
store experience?

o Extremely satisfied
o Very satisfied
o Moderately satisfied
o Slightly satisfied
o Not satisfied
 Points of Rating Scale
• Three point scale
Above average / Average / Below average
Need
More
Practice

Good

Great
Job
• Five point rating scale:
Excellent / Very good / Good / Average / Poor

How was the performance of our service staff during

your stay in our hotel?

Excellent

Very
good

Good

Average

Poor
 Types of rating scale

1. DESCRIPTIVE RATING SCALE

In this, descriptive terms or phrases are

assigned to each trait. The rater enters the
appropriate phrases after each name to indicate
judgment of the person.
 GOOD EXAMPLE
Rating Attendance

Exceptional Rarely absent or late to work. Provide ample notification

time for absences. Schedules time off thoughtfully and
leaves plans/coverage in place while out.
Provides notification and reasonable explanation for
Highly Effective absences. Supervisors are notified of absence or lateness
promptly. Tries to help plan ahead for coverage in the case
of absence.
Effective Provides notification and reasonable explanation for
absences. There may be an occasional incidents of
absence and lateness, but there is no evidence of
systematic or chronic lateness or absence.
Minimally Shows inconsistency in attendance. Leave allowances
Effective maybe stretched to the limit or exceeded. May provide
notification of absence but nit promptly.
Employee regularly fails to meet attendance requirements.
Not Effective May be unwilling or unable to give plausible reason to
explain his/her absences or lateness. May fail to notify when
absent.
2. NUMERICAL RATING SCALE

In which numbers are assigned to each trait. The

rater merely enters the appropriate number after
each name to indicate judgment of the person.
 PAIN SCORE 0-10 NUMERICAL RATING

0 1 2 3 4 5 6 7 8 9 10
No Moderate Worst
Pain Pain possible
pain
3. GRAPHICAL RATING SCALE
A straight line may be presented by descriptive phrases at various
points. To rate the subject for a particular trait a check mark is made
at the particular point.
Performance
level
Work Poor Fairly Fairly Good Excellent
Dimension Poor Good

Attendance

Cooperation

Behavior
towards group
mates

Dependability
4. COMPARATIVE RATING SCALE
In this, person makes judgment about an
attire/attitude/object, by comparing it with
others/ranking it.

Animal fat vs. vegetable oil

Same_________________________________x___________Different

Butter vs. Animal fat

Same__________________________x_______________________Different

Vegetable oil vs. butter

Same_________________________________x_______________Different
 Advantages and Disadvantages of Rating Scale
ADVANTAGES:
• Easy to administer and score
• Less time consuming to construct.
• Easily used for large group.
• May also be used for assessment of interest, attitude,
personal characteristics.
• Used to evaluate performance and skills.

DISADVANTAGES:
• Difficult to fix up rating.
• Chances for subjective evaluation, thus scales may
become unscientific.
Thurstone and Likert Scale
 Father of attitude
measurement

 In early 20th century he began

measuring religious attitudes by
asking respondents to agree or
disagree with a series of
related statements.

 he developed an attitude
continuum to determine the Louis Leon Thurstone
favorability on the issue. 1887-1955

 88th most cited psychologist of

the 20th century.
 Thurstone scale
• First method to measure attitude
• Developed by Louis Thurstone in 1928
• Made up of statements about particular issues.
• Each statement has a numerical value indicating
how favorable it is to be judge.
• Measures a respondent’s attitude by using a series
of “Agree” or “Disagree”
Example 1 (Thurstone, 1931)

Directions: put a check mark on the blank if you Agree with the
statement.

___ Blacks should be considered the lowest class of human

beings.
___ Blacks and whites must be kept apart in all social affairs where
they might be taken as equals.
___ I am not interested in how blacks rate socially.
___ A refusal to accept is not based on any fact of nature, but on
a prejudice which should be overcome.
___ I believe that blacks deserve the same social privileges as
whites.
Example 2

1. Achieving success is the only way for my child to repay

my efforts as a parent.
Agree______ Disagree______

2. Going to a good college and getting a good job are

important but not essential to my child’s happiness.
Agree______ Disagree______

3. Happiness has nothing to do with achieving

educational or material goals.
Agree______ Disagree______
 Advantages and Disadvantages
Advantages:
 Efficient and simple to use
 Inexpensive
 Generally take a little time or energy on the part of
either practitioner or client
 Easy to administer and score

Disadvantages:
o The subject can only agree or disagree thus it does
not allow for an explanation of feelings or attitude.
o More difficult to construct than a Likert scale
Likert Scale
• American Social Scientist

• Early in his career he sought

to find affective and
systematic means of studying
human attitudes and the
factors that influence them.

• His research led him to

develop a scale for attitude
measurement which is now Rensis Likert
known as the Likert scale. 1903-1981
 Likert scale
A psychological measurement device that is used to
gauge attitude, values and opinions.

Likert Item
An individual statement or questions which ask a
person to indicate the extent to which they agree by
choosing one of several ranked options.
 About Likert scale:
• A 5 0r 7-point scale that offers a range of answer options
from one extreme attitude to another.
• Most direct and easiest way to measure attitudes.
• Most widely used scale

Purpose:
• To measure opinions, perceptions and behaviors
• To get more granular feedback about a certain matter.
• To uncover degrees of opinion that could make a real
difference in understanding the feedback you’re
getting.
• To pinpoint the areas where you might want to improve
your service or product.
Steps:
1. Pick individual item (statement) to include

“I do not like to solve algebraic expression”.

2. Choose how to scale each item. (e.g. 1-5)

 strongly disagree

 disagree
 undecided
 agree
 strongly agree
Example: 5 point Likert Scale
7 -point Likert Scale
Semantic Differential
Scale
• American Psychologist
• He developed a technique for
measuring the connotative
meaning of concepts known as
the semantic differential.
• Semantic differential questions
have been seen in various social
sciences, market research and
therapy.
• He was ranked as the 40th most
cited psychologist of the 20th
century by the General
Charles Egerton Osgood
Psychology survey in 2002. 1916-1991
 Semantic Differential

A scale used for measuring the meaning of

things and concepts.
 There are 2 aspects of meaning:
1. Denotation - what name or concept refers to
(denote- to mark out plainly, to indicate)

animal, tiger

2. Connotation – the suggestive significance of a

word, apart from its explicit and recognized meaning.
power, strength
 Semantic Differential Scale
• It tries to assess an individual’s reaction to specific
words, ideas or concepts in terms of rating on
bipolar (two extremities) scales defined with
contrasting adjectives at each end.

• Example:

GOOD___ ___ ___ ___ ___ ___ ___ BAD

CHEAP___ ___ ___ ___ ___ ___ ___ EXPENSIVE
ACTIVE___ ___ ___ ___ ___ ___ ___ PASSIVE
 3 2 1 0 1 2 3
GOOD___ ___ ___ ___ ___ ___ ___ BAD

0= neutral
1= slightly
2= quite
3= extremely

• The scale actually measures two things:

1. directionality (e.g. good vs. bad)
2. intensity (slightly to extremely)
• After examining the connotative meaning of
thousands of concepts, Osgood and colleagues
identified the 3 dimensions of meaning.

EVALUATION,POTENCY,ACTIVITY (EPA)

o Evaluation/value- loads highest on the adjective pair of

“good-bad”

o Potency/strength- defined by the “strong-weak” adjective

pair

o Activity- “active-passive” adjective pair defines the activity.

 potency

evaluation

activity
Note:

• It is not necessary to use particular sets of adjectives or

cover the three themes. Any set can be substituted
depending on the purpose of the research.

• Do not use more than 20 lines and 10-12 adjective pairs is

better to avoid fatigue or boredom.

• The location of the positive attributes should be varied fro

left to right. Do not put all the “good” adjectives on one
side, as it might bias the responses.

• Provide clear instructions for the respondent so that they

put their marks in the right place.
 Creating a semantic differential scale

Step 1 - name your variable

Step 2 - create a conceptual definition

Step 3 - write a single fill-in-the-blank declarative

statement

Step 4 - create 5-10 opposite worded adjective pairs

Step 5 - review all your items again

1. variable
3. Fill-in-the-blank
declarative statement-
the governance of
President Rodrigo Duterte
is…

2. Conceptual 4. 5-10 opposite worded

definition- President adjective pairs-
of the Republic of
the Philippines Ex. Good ___________Bad

5. REVIEW ALL THE ITEMS

For each pair of adjectives, put a cross at the point between them which
reflects the extent to which you believe the adjectives describe President
Rodrigo Duterte’s governance.

clean : : : : : : : : dirty

honest : : : : : : : : dishonest

kind : : : : : : : : cruel

helpful : : : : : : : : unhelpful

fair : : : : : : : : biased

strong : : : : : : : : weak

foolish : : : : : : : : wise

energetic : : : : : : : : lazy

unreliable : : : : : : : : reliable
 Advantages and Disadvantages

Advantages:
• Identifies favorable or objectionable aspects of multi-faceted
issues and concepts.
• It is useful in situations with different age groups or cultures
because they are easy for the researcher to construct.
• It can be administered to more than one person at the same
time.

Disadvantages:
• Only useful for questions involving bipolar opposites.
• Adjectives may have different meaning for different
respondents.
• People may choose not to answer some item, making it hard
to achieve a valid score.
THANK YOU!