Antecedents and job outcomes from a self-efficacy perspective while working from home among professionals during the COVID-19 pandemic

Abstract

PurposeWorking from home (WFH) was one of the major changes that occurred in many organizations during the COVID-19 pandemic. This also led to online training being conducted during this WFH period. The present study investigated the role of technology, manager support and peer support on self-efficacy and job outcomes (i.e. training transfer, work engagement and job satisfaction) of employees while WFH.Design/methodology/approachThe study framework incorporated Bandura's self-efficacy theory. Data were collected from 852 employees in India, and structural equation modeling was used to analyze the data.FindingsThe study found positive relationships between ease of technology use, manager support and peer support on self-efficacy and a negative relationship between self-efficacy and technostress. The study also found significant positive relationships between self-efficacy and training transfer, work engagement and job satisfaction. Moreover, the study also identified the moderating effects of WFH and technical issues in the relationships of self-efficacy with training transfer, work engagement and job satisfaction.Originality/valueThe study is novel in that it extended self-efficacy theory regarding the WFH context with influencers such as technology, managers and peers as organizational factors. It also demonstrated the effectiveness of remote working and online training considering the potential antecedents while WFH. Moreover, the study highlighted the simultaneous role of technology and people (managers and peers) in enhancing job outcomes by increasing self-efficacy among employees.

Variations of work engagement and psychological distress based on three working modalities during the COVID-19 pandemic

“…Further research is needed to improve our understanding of the interactions between these variables in different contexts, to understand which working practices in each modality enhance wellbeing, as well as ways to improve people's adaptation and training to succeed in those modalities. Also, other factors such as self-efficacy, training transfer, job satisfaction (34), organizational identification (30), social support (35), loneliness or isolation (31,33), supervision LL and UL represent the lower-limit and upper-limit of the partial η 2 confidence interval, respectively. In conclusion, this study helps understand the relationships between psychological distress and work engagement considering gender, age, and work modality.…”

Work from home effects on working mothers in a patriarchal society during pandemic times: A study from India

“…Job satisfaction is a positive emotional state resulting from the evaluation of one's job or job experiences (Nemteanu et al, 2021). It is an employee's attitude toward their job and job conditions (Lathabhavan & Griffiths, 2023). More precisely, job satisfaction is determined by a discrepancy between what one wants in the job and what one has in the job (Matthews et al, 2018).…”

“…Due to the heavier home demands (HDs) in the WFH scenario, women tend to experience lower job satisfaction compared to men (Feng & Savani, 2020). While a few studies have discussed the impact of the pandemic on job satisfaction (Lathabhavan & Griffiths, 2023; Nemteanu et al, 2021), the integration of home roles and related conflicts as determinants of job satisfaction has been less explored.…”