TTLV: Self-assessment of employee competence and its impact on work performance.

INFORMATION ABOUT THE MASTER'S THESIS

1. Student's full name:Nguyen Thi Mui           

2. Gender: Female

3. Date of birth: April 17, 1991

4. Place of birth: Yen Thang – Yen Mo – Ninh Binh

5. Decision No. 3215/2014/QD-XHNV-SDH dated December 31, 2014, of the Rector of the University of Social Sciences and Humanities, Vietnam National University, Hanoi, recognizing the student.

6. Changes in the training process: None

7. Thesis title:Self-assessment of one's own abilities and their impact on employee performance.

8. Major: Psychology Code: 60.31.04.01

9. Scientific supervisor:Dr. Bui Thi Hong Thai

10. Summary of the thesis results:

Based on theoretical and practical research on self-assessment of professional competence and its impact on employee work performance, the study results indicate that: Employees rate avoidance of difficulties and abandonment of tasks at a low level, while perseverance, effort, and efficiency at an average level. Negative physical states have the strongest negative impact on self-assessment of professional competence. Social learning has a positive influence on self-assessment of professional competence. Employees' personal experiences not only do not contribute to an increase but tend to decrease self-assessment of professional competence. Emotional states and encouragement from others have no correlation with self-assessment of professional competence. Workers perceive their social competence as average across all three dimensions: 1/ Willingness to participate in teamwork, 2/ Emotional control, and 3/ Ability to establish and maintain relationships with colleagues. The study also indicates that all four sources proposed by Bandura correlate with workers' self-assessment of social competence in the workplace. Of these, social learning has the strongest influence, followed by emotional states, encouragement from superiors, and personal experience. Negative physical states, however, have an inverse correlation with self-assessment of social competence in the workplace.

The average level of employee performance is measured in the following aspects: 1/ Effort to complete tasks, 2/ Assistance and cooperation with colleagues, 3/ Compliance with organizational regulations, and finally 4/ Protection of organizational goals. When considering the impact of self-assessment on job performance, it is found that social self-assessment in the workplace has a stronger influence on job performance than professional self-assessment.

Based on the current state of self-assessment of competence, the extent to which various sources influence self-assessment of competence, and the impact of self-assessment of competence on work performance, this study proposes several measures to help employees improve their self-assessment of competence and achieve better work performance.

11. Practical applications:

The research findings of this thesis serve as a useful reference for employees and management leaders in improving self-assessment of their abilities and enhancing work performance based on the impact of employee self-assessment.

12. Future research directions:

If conditions and time permit, we will conduct further in-depth research on the topic of self-assessment of competence and its impact on the work performance of employees in a specific professional field.

13. Published works related to the thesis:

Self-assessment of employee capabilities, Journal of Psychology No. 9, 2016, pp. 58-69.

INFORMATION ON MASTER'S THESIS

1. Full name: Nguyen Thi Mui 2. Sex: Female

3. Date of birth: 17^thApril 19914. Place of birth: Yen Thang – Yen Mo – Ninh Binh

5. Admission decision number: 3215/2014/QD-XHNV-SDH of the Principal of University of Social Sciences and Humanities - Vietnam National University, Hanoi

6. Changes in academic process: None

7. Official thesis title: Self – efficacy and its influence to work performance of employees

8. Major: Psychology Code: 60.31.04.01

9. Supervisors: Dr. Bui Thi Hong Thai

10. Summary of the findings of the thesis:

Based on theoretical studies and practice ofself – efficacy and its influence on work performance of employees, research results indicate: Workers evaluate low difficulty elusive work and the work left unfinished and inadequate assessment perseverance, work effort and efficiency at work. The origin of the physical state of negative impact to the most powerful work self – efficacy inverse. The origin of vicarious experiences has a positive effect on work self – efficacy. The mastery experiences of the workers not only do not contribute to increasing that tend to reduce the work self – effectiveness. The origin of emotional states and the encouragement of those around no relation to work self – efficacy. The employee his recognized social capacity inadequate in all three aspects are: 1/ The willingness to participate in working groups, 2/ Ability to control emotions, 3/ Ability to establish and maintain relationships with colleagues. Research also indicates that, all four proposed Bandura origin which are correlated with social self – efficacy in the working environment of workers. In particular, the origin of vicarious experiences is the most powerful influence is the source followed by the emotional states, the encouragement of superiors, the mastery experiences. Particularly the source of negative physical status correlates inversely with the social self - efficacy in the working environment.

Work performance of the employees reached a normal level in the aspects of it are: 1/ The effort to complete the task, 2/ The help and cooperation with colleagues, 3/ A compliance with the organization of work and finally 4/ Protecting the goals of the organization. When reviewing the impact of self - efficacy on work performance shows that social self - efficacy in the working environment strongly influences the work performance rather than work self - efficacy.

From self - efficacy situation, the influence of the sources to self - efficacy and the impact of them to work performance, the study proposes a number of measures to help workers raise the level of self - efficacy and achieve better work performance.

11. Practical applicability:

The research results of the thesis is a useful reference for employees and management leaders in raising the self - efficacy as well as their improve work performance based on cooperation self - efficacy of employees.

12. Further research directions:

If conditions and time, we will study the subject more deeply of self - efficacy and its influence to work performance of employees in a particular career field.

13. Thesis-related publications:

Self – efficacy of employees, Journal of psychology No. 9, 2016, pages 58 – 69.