Purpose of the Questionnaire (Scale)

The Short Form of the Task-Specific Occupational Self-Efficacy Scale is a psychometric tool developed to assess individuals’ perceptions regarding their ability to perform specific occupational activities. Adapted into Greek by G. Koumoundourou, it is based on the original scale by Osipow, Temple, and Rooney (1993). Its main purpose is to measure employees’ self-evaluation in relation to essential professional skills, such as decision-making, time management, and problem-solving, providing valuable information for staff development and the improvement of organizational performance.

Questionnaire Analysis (Scale)

The short form of the questionnaire retains its psychometric properties while offering practicality in administration. It consists of selected items that cover the main dimensions of occupational self-efficacy, using a five-point Likert scale (1 = “Not at all capable” to 5 = “Very capable”). Completion requires only 5–10 minutes, making it ideal for application in organizational settings. The Greek version has been successfully applied to samples of Greek professional populations, maintaining the sensitivity and accuracy of the original scale.

Scoring of Items

Scoring is performed by converting qualitative responses into quantitative values from 1 to 5 points. Each item contributes equally to the total score, which is obtained by summing the responses. For interpretation of results, it is recommended to compare individual scores with group averages or normative data. Scores exceeding 75% of the maximum possible indicate high self-efficacy, while scores below 50% can be interpreted as a sign of the need for additional support and training in the specific area.

Statistical Analysis

The statistical analysis of the results allows for a multidimensional examination of self-efficacy. By calculating basic statistical measures (mean, standard deviation) and correlations, the relationship between self-evaluation and other factors—such as professional experience or performance—can be revealed. Moreover, factor analysis confirms the structure of the questionnaire, while mean comparisons among different groups of employees may highlight interesting differences in self-perceptions of capabilities.

Validity of the Questionnaire

The questionnaire demonstrates strong scientific evidence regarding its validity. Specifically, it shows high content validity, with its items fully covering the theoretical dimensions of occupational self-efficacy. Its convergent and discriminant validity have been confirmed through significant correlations with other self-assessment tools and through its ability to differentiate between groups with varying levels of experience. In the Greek version, studies by Koumoundourou (2004) have confirmed the instrument’s ability to reliably measure the intended construct.

Reliability of the Questionnaire

The reliability of the questionnaire is supported by solid empirical findings. Internal consistency indices (Cronbach’s α) exceed 0.85 for all scales, while test–retest reliability over a 4-week interval shows correlations above 0.80. These findings, combined with the stability of the measurements at different time points, make the tool highly reliable for assessing self-efficacy in the workplace, both in research and applied contexts.

References

Greek References
Koumoundourou, G.A. (2004). The reliability and validity of the Greek version of the Task-Specific Occupational Self-Efficacy Scale. British Journal of Guidance and Counselling, 32, 76–92.
Foreign References
Osipow, S.H., Temple, R.D., & Rooney, R.A. (1993). The Short Form of the Task-Specific Occupational Self-Efficacy Scale. Journal of Career Assessment, 1(1), 13–20.

Keywords

Self-efficacy, Professional Skills, Self-Evaluation, Psychometric Assessment, Work Performance.