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Self-efficacy and work engagement: test of a chain model

Author

Listed:
  • Xi Wen Chan
  • Thomas Kalliath
  • Paula Brough
  • Michael O’Driscoll
  • Oi-Ling Siu
  • Carolyn Timms

Abstract

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 key tenets of social cognitive theory and conservation of resources (COR) theory and demonstrate how self-efficacy can lead to work-life balance and engagement despite the presence of role demands. Study limitations (e.g. cross-sectional research design) and future research directions are discussed. Originality/value - This study incorporates COR theory with social cognitive theory to improve understanding of how self-efficacy enhances work-life balance and work engagement through a self-fulfilling cycle in which employees achieve what they believe they can accomplish, and in the process, build other skills and personal resources to manage work and family challenges.

Suggested Citation

  • Xi Wen Chan & Thomas Kalliath & Paula Brough & Michael O’Driscoll & Oi-Ling Siu & Carolyn Timms, 2017. "Self-efficacy and work engagement: test of a chain model," International Journal of Manpower, Emerald Group Publishing Limited, vol. 38(6), pages 819-834, September.
    • Handle: RePEc:eme:ijmpps:ijm-11-2015-0189
    DOI: 10.1108/IJM-11-2015-0189
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    Citations

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    Cited by:

    1. Di Ye & Bin Xu & Bingling Wei & Linlin Zheng & Yenchun Jim Wu, 2024. "Employee work engagement in the digital transformation of enterprises: a fuzzy-set qualitative comparative analysis," Palgrave Communications, Palgrave Macmillan, vol. 11(1), pages 1-15, December.
    2. Sumera Mehmood & Zaki Hasan & Raza Ali & Sana Nawaz & Sehrish Amjad, 2024. "Social Cognitive Theory In Human Resource Management: Literature Review, Criticism and Research Agenda," Bulletin of Business and Economics (BBE), Research Foundation for Humanity (RFH), vol. 13(2), pages 9-13.
    3. Phuong Tran Huy & Thi Ngoc Quynh Dinh, 2022. "Training Perception and Work Engagement: The Mediating Role of Organisational-Based Self-Esteem and Self-Efficacy," Central European Business Review, Prague University of Economics and Business, vol. 2022(2), pages 19-40.
    4. Aja David Okpabi & Tanko, Anthony Lawal & Joy Aricha Ijuwo & Papka, Simon & Danjuma John Abe & Joseph Kachina, 2024. "Effects of Work-Life Balance on Organisational Performance: A Study of Selected Deposit Money Banks in Makurdi Metropolis, Nigeria," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 8(1), pages 265-282, January.
    5. Pandey, Jatin & Gupta, Manish & Behl, Abhishek & Pereira, Vijay & Budhwar, Pawan & Varma, Arup & Hassan, Yusuf & Kukreja, Priyam, 2021. "Technology-enabled knowledge management for community healthcare workers: The effects of knowledge sharing and knowledge hiding," Journal of Business Research, Elsevier, vol. 135(C), pages 787-799.

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