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dc.contributor.authorChan, Xi Wen
dc.contributor.authorKalliath, Thomas
dc.contributor.authorBrough, Paula
dc.contributor.authorO'Driscoll, Michael
dc.contributor.authorSiu, Oi-Ling
dc.contributor.authorTimms, Carolyn
dc.date.accessioned2017-12-11T03:00:37Z
dc.date.available2017-12-11T03:00:37Z
dc.date.issued2017
dc.identifier.issn0143-7720
dc.identifier.doi10.1108/IJM-11-2015-0189
dc.identifier.urihttp://hdl.handle.net/10072/355255
dc.description.abstractPurpose: 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.peerreviewedYes
dc.languageEnglish
dc.language.isoeng
dc.publisherEmerald Group Publishing
dc.relation.ispartofpagefrom819
dc.relation.ispartofpageto834
dc.relation.ispartofissue6
dc.relation.ispartofjournalInternational Journal of Manpower
dc.relation.ispartofvolume38
dc.subject.fieldofresearchHuman resources and industrial relations
dc.subject.fieldofresearchApplied economics
dc.subject.fieldofresearchStrategy, management and organisational behaviour
dc.subject.fieldofresearchcode3505
dc.subject.fieldofresearchcode3801
dc.subject.fieldofresearchcode3507
dc.titleSelf-efficacy and work engagement: test of a chain model
dc.typeJournal article
dc.type.descriptionC1 - Articles
dc.type.codeC - Journal Articles
dc.description.versionAccepted 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.hasfulltextFull Text
gro.griffith.authorBrough, Paula
gro.griffith.authorChan, Carys C.


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