Occupational self-efficacy as a predictor of work engagement employees working telecommuting during the covid-19 pandemic

Abstract

The impact of the Covid-19 pandemic has had a significant impact on changes in the work environment, which has shifted from traditional to digital. Many companies have started implementing remote work systems (telecommuting). The telecommuting work system cause employees to be able to adapt to new work rhythms and face all other obstacles. The impact of the pandemic presents a challenge for companies in maintaining employee engagement to survive in an uncertain environment. Therefore, this study aims to test occupational self-efficacy's predictive power on employees' work engagement who work telecommuting during the Covid-19 pandemic. This study uses a quantitative approach with simple linear regression statistical analysis. In this study, 130 participants were found as active employees who worked at least two years in companies, had experience telecommuting during the pandemic, and were located in JABODETABEK. The results of simple linear regression showed that occupational self-efficacy was significantly able to predict 43.5% of the variance of work engagement (R2= 0.435, F (1, 128) = 98.698, p < 0.001).

Pengaruh Transformational Leadership terhadap Job Satisfaction yang dimediasi Oleh Occupational Self-Efficacy

“…Alat ukur variable job satisfaction yaitu Job satisfaction Scale (JSS) oleh Spector (1997) yang telah diadaptasi oleh Akbar (2011) [1] dan dimodifikasi oleh peneliti. Alat ukur variable occupational self-efficacy (OSE) oleh Bandura (1997) yang telah diadaptasi oleh Rubianto dan Kembaren (2023) [21].…”

Job Performance Prognosis: Evaluating Work Engagement, Workaholism, and Self-Efficacy

“…Interestingly, research by Carter et al (2016), Albrecht and Marty (2020), and Rubianto and Kembaren (2023) implies that employee engagement may serve as a more effective predictor of performance compared to self-efficacy. However, despite the positive relationship between self-efficacy and work engagement, empirical evidence within the Saudi context still needs to be present, warranting significant attention.…”

“…Consequently, self-efficacy is prominent in enhancing entrepreneurial performance by instilling the attributes of capability, confidence, and spirit among individuals (Llorens et al, 2007;Tim et al, 2011). Despite the existing literature focusing on self-efficacy in isolation or combination with work engagement and workaholism (Gorgievski et al, 2013;Kim and Koo, 2017;Ismail et al, 2019;Soomro et al, 2023;Rubianto and Kembaren, 2023), particularly in the context of Saudi Arabia, the interplay of self-efficacy with job performance in conjunction with work engagement and workaholism has not been extensively explored.…”