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Self-Efficacy and Outcome Expectancy Scales (SEOES)
Riggs‚ Warka‚ Babasa‚ Betancourt‚ and Hooker (1994)

Personal Efficacy Beliefs Scale
Think about your ability to do the tasks required by your job. When answering the following questions. answer in reference to your own personal work skills and ability to perform your job.
1.    I have confidence in my ability to do my job.
2.    There are some tasks required by my job that I cannot do well.
3.    When my performance is poor‚ it is due to my lack of ability.
4.    I doubt my ability to do my job.
5.    I have all the skills needed to perform my job very well.
6.    Most people in my line of work can do this job better than I can.
7.    I am an expert at my job.
8.    My future in this job is limited because of my lack of skills.
9.    I am very proud of my job skills and abilities.
10.    I feel threatened when others watch me work.
Personal Outcome Expectancy Scale
Think about the results of doing your job well or doing your job poorly. Do important outcomes depend on how well you perform‚ or do most job-related outcomes occur whether or not
1.    I am well-rewarded for my good work.
2.    Doing good work here is not worth the effort.
3.    Performing your job well is a sure way to get ahead here.
4.    Most of my good work goes unnoticed.
5.    Around here‚ such things as salary and promotions are determined by how well a person does his or her job.
6.    My work evaluations are accurate.
7.    Good work gets the same results as poor work in this job.
8.    I must do a good job in order to get what I want.
Collective Efficacy Beliefs Scale
Think about the department in which you work. This department may be an office group‚ a maintenance crew‚ an academic department‚ and so on. When responding to the following items‚ answer in reference to this group's work-related ability.
1.    The department I work with has above average ability.
2.    This department is poor compared to other departments doing similar work.
3.    This department is not able to perform as well as it should.
4.    The members of this department have excellent job skills.
5.    Some members of this department should be fired due to lack of ability.
6.    This department is not very effective.
7.    Some members in this department cannot do their jobs well.
Collective Outcome Expectancy Scale
Think about the department in which you work. This department may be an office group‚ a maintenance crew‚ an academic department‚ and so on. Think about the results of this department doing its job well or doing its job poorly. Do important outcomes depend on the department's performance‚ or do most job-related outcomes occur whether or not the department does a good job?
1.    It is important for our group to do good work.
2.    Many people benefit when our group does good work.
3.    No one would notice if our group did its work poorly.
4.    This organization depends heavily on the quality of work my group does.
5.    This organization does not need the work done by this group.
6.    My group expects good outcomes when we do good work

Personal efficacy α = .86‚ Personal Outcome Expectancy α = .88‚ Collective Efficacy Beliefs α = .88‚ Collective Outcome Expectancy α = .85. (Riggs et al.‚1994).

1= Strongly Disagree‚ Moderately Disagree‚ Neutral‚ Moderately Agree‚ 5= Strongly Agree
*Reverse coded

This instrument can be found at: https://etd.ohiolink.edu/!etd.send_file?accession=wright1401715350&disposition=inline
& https://www.researchgate.net/publication/247726612_Development_and_Validation_of_Self-Efficacy_and_Outcome_Expectancy_Scales_for_Job-Related_Applications & https://www.ad1281.uk/Riggs_etal.html

Riggs‚ M.L.‚ Warka‚ J.‚ Babasa‚ B.‚ Betancourt‚ R.‚ Hooker‚ S.‚ 1994‚ Development and validation of self-efficacy and outcome expectancy scales for job-related applications‚ Educational and Psychological Measurement‚ 54(3)‚ 793-802.