Augmenting Human Potential at Work: An Investigation on the Role of Self-Efficacy in Workforce Commitment and Job Satisfaction

Mishra, Uma Sankar; Patnaik, Subhendu; Mishra, Bibhuti Bhusan

doi:10.17512/pjms.2016.13.1.13

Cited by 8 publications

(7 citation statements)

References 30 publications

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“…Laguna et al, 2017) or gaining an advantage against competitors (cf. Mishra et al, 2016). High well-being has been reported to influence health (Seligman, 1998).…”

Section: Discussionmentioning

confidence: 99%

Satisfaction with job and life and remote work in the COVID-19 pandemic: the role of perceived stress, self-efficacy and self-esteem

Kondratowicz¹,

Godlewska-Werner²,

Połomski³

et al. 2021

Current Issues in Personality Psychology

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The aim of the study was to assess the relationship between performing remote work during the COVID-19 pandemic and the level of job and life satisfaction, as well as the assumed, intermediary role of the level of perceived stress and such resources as self-efficacy and self-esteem. participants and procedureThe study, implemented with the use of an internet application, included 283 employees. Data were gathered using a job and life satisfaction scale, the Short Scale for Measuring General Self-Efficacy Beliefs, the Rosenberg Self-Esteem Scale, Perceived Stress Scale PSS-4 and a demographic information form. resultsThe results showed the existence of a relationship between performing remote work during the COVID-19 pandemic and job and life satisfaction, and that the level of perceived stress, self-efficiency and self-esteem plays an intermediary role in this relationship. Remote working is associated with life and job satisfaction, and this relationship is mediated by levels of experienced stress, self-efficacy and selfesteem. conclusionsFindings indicate that remote working is associated with higher levels of job and work satisfaction. This relationship is mediated by levels of perceived stress, self-efficacy and self-esteem.

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“…Laguna et al, 2017) or gaining an advantage against competitors (cf. Mishra et al, 2016). High well-being has been reported to influence health (Seligman, 1998).…”

Section: Discussionmentioning

confidence: 99%

Satisfaction with job and life and remote work in the COVID-19 pandemic: the role of perceived stress, self-efficacy and self-esteem

Kondratowicz¹,

Godlewska-Werner²,

Połomski³

et al. 2021

Current Issues in Personality Psychology

View full text Add to dashboard Cite

show abstract

“…Self-efficacy also mediates the relationship between the feeling of job insecurity and the acquisition of new skills, competencies or knowledge by an employee (Van Hootegem et al, 2022). It represents a predictor of life satisfaction (Bandura, 1997;Luszczynska et al, 2005) and job satisfaction (Judge et al, 2000;Luszczynska et al, 2005;Mishra et al, 2016;Nair & Dovina, 2015). The self-efficacy level may explain how the professional, family and social requirements related to a difficult situation influence the employee's functioning in the new reality and his satisfaction with various areas of life.…”

Section: Self-efficacy and Life And Job Satisfactionmentioning

confidence: 99%

Growth mindset and life and job satisfaction: the mediatory role of stress and self-efficacy

Kondratowicz¹,

Godlewska-Werner²

2022

Health Psychology Report

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BackgroundGiven the stress that we feel in various parts of our lives, it seems important to concentrate on identifying inner resources that assist employees in coping with problems of the modern world and functioning better in it. This study evaluates two types of internal resources – the manner of approaching successes and failures (growth mindset) and self-efficacy – and their influence on life and job satisfaction. Both these resources are negatively related to the perceived stress; however, they have not been considered in a single study to date.Participants and procedureThe aim was to examine the relation between growth mindset and life and job satisfaction with the mediatory role of per-ceived stress and self-efficacy among white-collar workers. The present study concerned 283 employees who completed self-report questionnaires.ResultsA substantial relationship was found between growth mindset and life and job satisfaction. However, when perceived stress was included in the model, the relation between these two variables became weaker but was still significant, which consti-tutes evidence of partial mediation. The relationship between focus on development and life and job satisfaction became statistically significant when self-efficacy was considered.ConclusionsShaping a growth mindset and strengthening self-efficacy can positively affect life and job satisfaction, especially in stressful situations.

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“…PsyCap popularity as a resource can primarily be attributed to works such as Choi and Lee (2014) where their findings showed that effect of PsyCap goes beyond other known personality traits, such as the Big Five traits. Besides, PsyCap differentiates itself as being sufficiently malleable, providing a good rationale for NPOs to introduce interventions to develop social workers' PsyCap (Mishra et al , 2016). With Köse et al (2018) spotlighting that PsyCap enables health care professionals in having a positive appraisal of the work environment, this study argues that PsyCap is especially relevant for social workers, as it provides them with the much-needed motivation in managing their multifaceted job roles.…”

Section: Literature Reviewmentioning

confidence: 99%

Effect of work engagement on meaningful work and psychological capital: perspectives from social workers in New Zealand

Tan

Lew

Sim

2020

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PurposeThis paper investigates the effect and the predictive capacity of work engagement on personal and job resources, in the form of psychological capital (PsyCap) and meaningful work in the non-profit organisations (NPO)s settings.Design/methodology/approachData were collected from 303 social workers working in New Zealand's NPOs. The hypotheses were tested using the partial least squares structural equation modelling (PLS-SEM).FindingsResults of this study reveal that work engagement is positively related to both PsyCap and meaningful work. It shows that work engagement is instrumental in enhancing one's PsyCap at the same time improving one's perception of work. The model demonstrates good predictive power.Originality/valueThis study advances our understanding of the relationship of outcomes to resources as postulated in the JD-R theory. This is the first few studies to examine the effect of work engagement on PsyCap and meaningful work, as well as the mediating effect of PsyCap on the relationship between work engagement and meaningful work. At the same time, it provides conceptual clarity on the role of specific job resource and personal resource, demonstrating that resources do not operate in isolation but can build more resources. This study also contributes to the field of human resource management using a predictive PLS-SEM technique.

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Augmenting Human Potential at Work: An Investigation on the Role of Self-Efficacy in Workforce Commitment and Job Satisfaction

Cited by 8 publications

References 30 publications

Satisfaction with job and life and remote work in the COVID-19 pandemic: the role of perceived stress, self-efficacy and self-esteem

Satisfaction with job and life and remote work in the COVID-19 pandemic: the role of perceived stress, self-efficacy and self-esteem

Growth mindset and life and job satisfaction: the mediatory role of stress and self-efficacy

Effect of work engagement on meaningful work and psychological capital: perspectives from social workers in New Zealand

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