dc.contributor.author | Chan, Xi Wen | |
dc.contributor.author | Kalliath, Thomas | |
dc.contributor.author | Brough, Paula | |
dc.contributor.author | O'Driscoll, Michael | |
dc.contributor.author | Siu, Oi-Ling | |
dc.contributor.author | Timms, Carolyn | |
dc.date.accessioned | 2017-12-11T03:00:37Z | |
dc.date.available | 2017-12-11T03:00:37Z | |
dc.date.issued | 2017 | |
dc.identifier.issn | 0143-7720 | |
dc.identifier.doi | 10.1108/IJM-11-2015-0189 | |
dc.identifier.uri | http://hdl.handle.net/10072/355255 | |
dc.description.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. | |
dc.description.peerreviewed | Yes | |
dc.language | English | |
dc.language.iso | eng | |
dc.publisher | Emerald Group Publishing | |
dc.relation.ispartofpagefrom | 819 | |
dc.relation.ispartofpageto | 834 | |
dc.relation.ispartofissue | 6 | |
dc.relation.ispartofjournal | International Journal of Manpower | |
dc.relation.ispartofvolume | 38 | |
dc.subject.fieldofresearch | Human resources and industrial relations | |
dc.subject.fieldofresearch | Applied economics | |
dc.subject.fieldofresearch | Strategy, management and organisational behaviour | |
dc.subject.fieldofresearchcode | 3505 | |
dc.subject.fieldofresearchcode | 3801 | |
dc.subject.fieldofresearchcode | 3507 | |
dc.title | Self-efficacy and work engagement: test of a chain model | |
dc.type | Journal article | |
dc.type.description | C1 - Articles | |
dc.type.code | C - Journal Articles | |
dc.description.version | Accepted Manuscript (AM) | |
gro.rights.copyright | © 2017 Emerald. This is the author-manuscript version of this paper. Reproduced in accordance with the copyright policy of the publisher. Please refer to the journal's website for access to the definitive, published version. | |
gro.hasfulltext | Full Text | |
gro.griffith.author | Brough, Paula | |
gro.griffith.author | Chan, Carys C. | |