Appraising the Mediating Effect of Self-Efficacy on the Relationship between Employee Engagement and Performance (original) (raw)
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International Journal of Research in Business and Social Science (2147- 4478)
This study was conducted to determine the effect of self-efficacy on employee performance and work motivation, and work involvement in mediating the effect of self-efficacy on employee performance of manufacturing companies in DKI Jakarta. The sample in this study amounted to 100 respondents. This study uses quantitative descriptive analysis techniques. The analysis method in this study uses Path Analysis using SmartPLS. The results of the analysis in this study are: (1) self-efficacy has a positive and significant effect on employee performance, (2) work motivation mediates positively and significantly the relationship between self-efficacy and employee performance, and (3) work involvement mediates positively and significantly the relationship between self-efficacy and employee performance. This research is expected to contribute to the development of Human Resource Management, especially in research on improving employee performance.
The effects of employee engagement and self-efficacy on job performance: a longitudinal field study
The International Journal of Human Resource Management, 2016
Self-efficacy's influence on individual job performance has been well documented in laboratory studies. However, there have been very few rigorous field studies of self-efficacy's relationship with objectively measured individual job performance in organizational settings. This research history might account for the low take-up of self-efficacy within the business literature as well as within business itself. When it comes to studies of employee engagement, the same lack of rigorous individual studies applies, although several organizational-level studies link employee engagement to organizational performance, while its claimed benefits have been widely discussed in the business literature. Finally, the degree to which employee engagement and self-efficacy have independent and additive effects on individual-level job performance remains unknown. In order to address these issues, a longitudinal field study was undertaken within an Australian financial services firm. Using survey data linked to objectively measured job performance, we found the additive effects of self-efficacy and employee engagement explained 12% of appointments made and 39% of products sold over and above that explained by past performance. This finding suggests human resource management (HRM) practitioners should address both self-efficacy and employee engagement in order to boost job performance while encouraging HRM scholars to incorporate both measures when conducting job performance studies.
International Journal of Business and Management
This study aims to assess the influence of psychological antecedents of engagement on the performance of public sectored organizations in a developing nation within the context of human resources management and public sector management. The study proposed a conceptual model comprising 7 hypotheses tested with employment of the structural equation modellingpartial least squares. Data was gathered using structured questionnaire from 303 public employees from 10 public sectored organizations in Nigeria. The results revealed that of the three main psychological antecedents of engagement, psychological meaningfulness antecedents of engagement and psychological safety antecedents of engagement directly influenced employee engagement. However, no effect was found for psychological availability antecedents of engagement. The finding also showed that employee engagement mediates the relationship between psychological antecedents of engagement and organizational performance. The most significant effect was established in the relationship between psychological meaningfulness antecedents of engagement and employee engagement. The limitation of this study relates to its generalizability because it focuses on only the public sector organization. Additionally, it is cross-sectional research, and the lack of time which a longitudinal study will have could make the findings broader than it is.
2024
Background/Purpose: The higher education sector faces intensified competition amid global and technological advancements, further impacted by the aftermath of the Covid-19 pandemic. This study delves into the nuanced factors affecting the job performance of academic staff in the Klang Valley, employing a robust quantitative research design. The research, prompted by challenges posed by virtual teaching and learning during the pandemic, investigates key variables through a causal research approach. By exploring academic job performance dynamics, the research contributes to enhancing the quality of education and understanding the factors influencing educators' effectiveness. Methodology: The target population includes academic staff from prominent Higher Educational Institutions (HEIs) in the Klang Valley, strategically chosen for their diversity and significance as an educational hub. Employing probability sampling, specifically simple random sampling, the study collects primary data through questionnaires distributed to academic staff in eight reputable institutions in the Klang Valley. A pilot study ensures the reliability and validity of the data collection instruments. A total of 385 academic staff from the Klang Valley participated as respondents. Data analysis, conducted using the Statistical Package for Social Science (SPSS), reveals high dependability exceeding recommended thresholds. The analytical framework employs both descriptive and inferential analyses, including Pearson correlation coefficients and multiple linear regression. Findings: Results indicate significant positive correlations between variables such as self-efficacy, self-esteem, employee engagement, organizational citizenship behavior, and job performance. In the inferential analysis, the multiple linear regression model demonstrates a substantial impact of independent variables on job performance, with organizational citizenship behavior making the highest contribution, followed by self-efficacy. Sudhakar Madhavedi, et al / Kuey, 30(5), 2226 Novelty: This study is a comprehensive exploration of academic job performance dynamics in the Klang Valley post-COVID-19. The study employs a robust quantitative research design, including a causal research approach, probability sampling, and statistical analyses like Pearson correlation and multiple linear regression. By investigating the relationships between key variables such as self-efficacy, self-esteem, employee engagement, organizational citizenship behavior, and job performance, the research provides nuanced insights into the intricate socio-emotional and organizational factors influencing academic job performance. The study's focus on a diverse and strategically chosen population contributes to the broader understanding of these dynamics, offering valuable implications for academic institutions globally.
Jurnal Ad'ministrare, 2021
One of the competitiveness of vocational high school graduates depends on the quality of teachers who teach so that they can improve the skills and insights of vocational high school students. The research aims to examine The effect of self-efficacy and job satisfaction on employee engagement teachers of state vocational high schools. This study uses a survey approach and a quantitative method. Data collection in this study was conducted using a Likert scale questionnaire. Questionnaires are arranged based on indicators from research variables. The validity test was done by using the Pearson Product Moment formula, while the reliability test was done by using the Cronbach Alpha formula. The data analysis technique in this study used path analysis. Data from the research instruments were analyzed by descriptive statistics and inferential statistics. The result of the study reveals that Self-efficacy has a direct effect on employee engagement; Job satisfaction has a direct effect on employee engagement teachers; and; Selfefficacy has a direct effect on job satisfaction. This research can be used as a reference to determine selfconfidence and job satisfaction at the school level employee engagement because previous research focused on employee engagement at the company level.
The influence of individual and organizational factors on employee engagement
2014
The study examined the individual and organizational factors that influence employee engagement (EE) among employees of Nigeria Distilleries Limited in Ogun State of Nigeria. Simple random sampling technique was employed to obtain a sample of 174 employees of Nigeria Distilleries Limited, from whom responses were obtained using questionnaire. The responses were analyzed through the Statistical Package for Social Sciences (version 15.0), using the Pearson Product Moment correlation coefficient. The findings showed a positive and significant relationships between work locus control, conscientiousness, openness to experience, leadership style, organizational climate, supervisory support; and employee engagement. The study recommended that managers should give attention to such factors that actually engender employee engagement towards organizational competitiveness.
Self-efficacy and work engagement: test of a chain model
International Journal of Manpower
Purpose The purpose of this paper is to investigate the mediating roles of work and family demands and work-life balance on the relationship between self-efficacy (to regulate work and life) and work engagement. Specifically, it seeks to explain how self-efficacy influences employees’ thought patterns and emotional reactions, which in turn enable them to cope with work and family demands, and ultimately achieve work-life balance and work engagement. Design/methodology/approach Structural equation modelling (SEM) of survey data obtained from a heterogeneous sample of 1,010 Australian employees is used to test the hypothesised chain mediation model. Findings The SEM results support the hypothesised model. Self-efficacy was significantly and negatively related to work and family demands, which in turn were negatively associated with work-life balance. Work-life balance, in turn, enabled employees to be engaged in their work. Research limitations/implications The findings support the ke...
AFRICA DEVELOPMENT AND RESOURCES RESEARCH INSTITUTE (ADRRI) JOURNAL, 2022
The purpose of this study is to unveil the influence of employee engagement on the performance of colleges and universities in Ghana. Using a quantitative survey, data was collected from 400 staff and both SPSS and AMOS were used to run the analysis. It was found that the three main components of engagement (vigor, dedication and absorption) have significant positive impact on colleges and university performance in Ghana. Hence, all the three hypotheses were accepted. On future research areas, current study, which successfully evaluated work vigor, dedication, and absorption, advances that future researchers may instill a further assessment of the mediating role of workers' engagement particularly for workload, community, and social support, perceived fairness, and values. It was concluded that staff engagement is a good predictor of colleges and university performance in Ghanaian context.
Job Satisfaction as an Intervening Variable of Self-Efficacy and Employee Performance
International Journal of Academic Research in Business and Social Sciences, 2016
This study examined the effects of self-efficacy, empowerment and organizational culture on job satisfaction and employee performance employees, as well as test the mediating effect of variables Job Satisfaction. The sample in this study was 120 employees of PT. Surya Madistrindo Branch Lhokseumawe. The analytical tool used is path analysis by SEM method (Structural Equation Modeling) using AMOS. The results showed that each variable empowerment, selfefficacy and organizational culture positive and significant impact on the job satisfaction, employee performance and job satisfaction mediate third variable exogenous with endogenous variable partial mediation.