Corrections_Today_November_December_2020_Vol.82_No.6

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Job satisfaction is highly linked to self-esteem and the ability to believe in one’s own ability to accomplish specific tasks. This leads to employee motivation, job performance and a lower turnover rate.

Lunenberg (2011) in his research concluded: Self-efficacy influences the tasks employ -

ees choose to learn and the goals they set for themselves. Self-efficacy also affects employees’ level of effort and persistence when learning difficult tasks. Four sources of self-efficacy are past performance, vicarious experience, verbal persuasion, and emotional cues. Managerial and organizational implications of self-efficacy in the workplace include hiring and promotion deci- sions, training and development, and goal setting. Job satisfaction is highly linked to self-esteem and the ability to believe in one’s own ability to accomplish specific tasks. This leads to employee motivation, job performance and a lower turnover rate. It also contributes to organizational commitment. The result of these cues in the workplace is hiring and promotion decisions, training and development and goal setting. If budgets do not allow more staff to participate in training; an alternative may be to allow two to three em - ployees (on rotation) to attend training. Those employees who are chosen should have the understanding that they will be responsible for bringing the information back to the facility and train others. How strong is the facility is determined by how strong is the staff that runs it? How strong is your facility?

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