Drawing upon previous theorizing and empirical research efforts supporting the importance of role breadth self-efficacy (RBSE) as a key motivational antecedent of proactive forms of behaviour at work, including individual innovation, this paper reports the process of building and validating a Portuguese version of Parker’s RBSE scale. Data from two studies with independent samples of employees (N = 103, N = 148) pertaining to an information technology company, showed that this version (RBSE-P) has, as expected, a unidimensional structure with a high level of factor structure similarity in both samples, as well as appropriate levels of internal consistency. Furthermore, evidence from the second sample (N = 148) revealed that, in line with preliminary research, this construct shows validity to predict the distinctive proactive behaviour of individual innovation, evaluated by the employee’s corresponding direct supervisors. These results support the use of this scale for assessing RBSE in Portuguese-speaking work settings and the meaningful role of this construct for predicting this criterion, which is acknowledged as an important driver of organizational success and competitiveness.

借鉴先前的理论和实证研究工作，支持角色广度自我效能 (RBSE) 作为工作中主动行为形式（包括个人创新）的关键激励前因的重要性，本文报告了构建和验证葡萄牙语版本的过程Parker 的 RBSE 量表。来自与信息技术公司相关的两项独立员工样本（N  = 103，N  = 148）的研究数据表明，该版本（RBSE-P）如预期的那样具有具有高度因子结构相似性的一维结构在这两个样本中，以及适当的内部一致性水平。此外，来自第二个样本的证据 ( N = 148）显示，与初步研究一致，该结构显示了预测个人创新的独特主动行为的有效性，由员工相应的直接主管评估。这些结果支持使用该量表评估葡萄牙语工作环境中的 RBSE，以及该结构在预测该标准方面的有意义的作用，该标准被公认为组织成功和竞争力的重要驱动力。