The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement, Satisfaction and General Health

Guarnaccia, Cinzia; Scrima, Fabrizio; Civilleri, Alba; Salerno, Laura

doi:10.1007/s12144-016-9525-0

Cited by 70 publications

(74 citation statements)

References 65 publications

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“…Since these are not permanent contracts, there is some degree of uncertainty to them that may explain this result. This relationship is coherent with previous studies, where lower levels of general health in temporary workers were found (Guarnaccia, Scrima, Civilleri, & Salerno, ).…”

Section: Discussionsupporting

confidence: 93%

Relationships among general health, job satisfaction, work engagement and job features in nurses working in a public hospital: A cross‐sectional study

Gancedo

Fernández-Martínez

Rodríguez‐Borrego

2019

Journal of Clinical Nursing

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Aim and objective:To describe relations among health, job satisfaction, work engagement and job features in Spanish nurses working in a public hospital.Background: It has been established that nursing staff health affects the quality of their work and is associated with job satisfaction, work engagement and different job features. Understanding the relationships among these variables could provide useful information to improve staff performance and prevent work-related illnesses. Design: A descriptive, cross-sectional, correlational and comparative study was performed between January-April 2016. This research adheres to the Strengthening the Reporting of Observational Studies in Epidemiology guideline. Methods: A total of 926 nurses were requested to complete an online questionnaire. Nurses on sick leave or in period of unpaid leave during data collection were excluded. The final study population reached 392 nurses. The online survey was fully completed by 373 nurses. General health, job satisfaction and work engagement were measured. Tools used were as follows: sociodemographic questions, the General Health Questionnaire, the Overall Job Satisfaction Scale and the Utrecht Work Engagement Scale.Results: Significant correlations among general health, job satisfaction and work engagement were found. Specifically, general health levels were negatively correlated with job satisfaction and work engagement subscales. Job features with influence on these constructs were the type of shift, type of contract, type of service, salary, type of continuous formation and having a specialty/profile. Conclusions:Our results indicate that job-related features affect job satisfaction, general health and work engagement. The organisation should make interventions over these features to increase job satisfaction and work engagement levels, since they are relevant for nursing staff health and patient security.Relevance to clinical practice: The analysis of the relationships among general health, job satisfaction, work engagement and job features in nurses could offer a basis to design preventive programmes to improve staff performance and prevent work-related illnesses.

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Section: Discussionsupporting

confidence: 93%

Relationships among general health, job satisfaction, work engagement and job features in nurses working in a public hospital: A cross‐sectional study

Gancedo

Fernández-Martínez

Rodríguez‐Borrego

2019

Journal of Clinical Nursing

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“…In other words, working in an efficacious group helps to build the future selfefficacy of its members. Previous research has focused on individual effects of selfefficacy (Bandura, 2012;Buric & Macuka, 2018;Guarnaccia, et al, 2018;Lisbona et al, 2018;Peterson et al, 2011;Salanova, Llorens, & Schaufeli, 2011;Schneider & Preckel, 2017;Stajkovic, Lee, & Nyberg, 2009;Talsma, Schüz, & Norris, 2019) or collective predictors of collective efficacy beliefs (Alavi, & McCormick, 2018;Gully, Incalcaterra, Joshi, & Beaubien, 2002;Nielsen & Daniels, 2012;Salanova, et al, 2003;Salanova, Llorens, & Schaufeli, 2011;Stajkovic, Lee, & Nyberg, 2009). Our findings confirm that individual self-efficacy can be explained by group variables (perhaps through emotional contagion) such as shared collective efficacy beliefs and shared perceptions of positive leaders.…”

Section: Discussionsupporting

confidence: 81%

“…For decades, psychological research showed about the positive benefits of selfefficacy on performance (Lisbona et al, 2018;Peterson et al, 2011;Schneider & Preckel, 2017;Stajkovic, Lee, & Nyberg, 2009;Talsma, Schüz, & Norris, 2019) and well-being (Buric & Macuka, 2018;Guarnaccia, et al, 2018;Nielsen & Munir, 2009;Salanova, Llorens, & Schaufeli, 2011), to name just a few. Research is clear that selfefficacy helps people (employees, students, etc.)…”

Section: The Impact Of Group Efficacy Beliefs and Transformational Lementioning

confidence: 99%

The impact of group efficacy beliefs and transformational leadership on followers’ self-efficacy: a multilevel-longitudinal study

2020

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Using Social Cognitive Theory as our theoretical framework, we analyse how beliefs about group efficacy among team members, together with transformational leadership are two group-level constructs (aggregated members' shared beliefs), which predicts individual members self-efficacy over time. We conducted a three-wave longitudinal study with 456 participants that were randomly distributed in 112 groups working in three simulated creative collective tasks. We computed random coefficient models in a lagged-effects design. Findings were as expected and group efficacy beliefs and grouplevel transformational leadership were relevant cross-level predictors of individual selfefficacy over time (even after controlling for baseline levels of individual self-efficacy). Results suggested that these group-level factors are relevant cross-level constructs that explain how individual self-efficacy among group members is developed over time.

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“…Distributive justice also showed a relatively weak association with job satisfaction. These latter findings contrast with other research (Bakhshi et al, 2009;Guarnaccia et al, 2018). One possibility may be that other variables we included (e.g., status anxiety, job insecurity) may better explain the initially detected associations between occupational self-efficacy, distributive justice, and job satisfaction.…”

Section: Discussioncontrasting

confidence: 91%

“…Another relevant factor, occupational self-efficacy, stands for the feeling that one has adequate skills and abilities to complete job-related tasks and solve problems and has perceived competence in terms of work-relevant subject matter ( Borgogni et al, 2010 ). Employees who are confident in their ability to perform at work are typically more satisfied with their jobs and organizations ( Judge and Bono, 2001 ; Borgogni et al, 2010 ; Gabriel et al, 2014 ; Maggiori et al, 2016 ; Guarnaccia et al, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

Concerned Whether You’ll Make It in Life? Status Anxiety Uniquely Explains Job Satisfaction

Keshabyan

Day

2020

Front. Psychol.

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Ever feel concerned that you may not achieve your career goals or feel worried about where your life is going? Such examples may reflect the experience of status anxiety, that is, concerns that one may be stuck or not able to move up in life, or worries that one may be too low in standing compared to society's standards. Status anxiety is believed to be exacerbated by economic inequality and negatively affect wellbeing. While job satisfaction is an important determinant of well-being, no research has examined whether status anxiety can also help explain people's satisfaction with their jobs. We tested whether status anxiety differs from other organizational constructs and uniquely relates to job satisfaction among full-time working adults. In a pilot study, we found that status anxiety is separate from the concept of job insecurity (e.g., perceived threat of job loss). Results of our main study also indicated that higher status anxiety significantly predicted lower job satisfaction beyond several other indicators of organizational attitudes (job insecurity, occupational self-efficacy, distributive, procedural, and interactional justice), as well as the tendency to seek status and several background factors (e.g., income, education, perceived socioeconomic status). We discuss the unique role of status anxiety in job satisfaction and the implications of this research to our understanding of status concerns, as well as organizational attitudes and policies.

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The Role of Occupational Self-Efficacy in Mediating the Effect of Job Insecurity on Work Engagement, Satisfaction and General Health

Cited by 70 publications

References 65 publications

Relationships among general health, job satisfaction, work engagement and job features in nurses working in a public hospital: A cross‐sectional study

Relationships among general health, job satisfaction, work engagement and job features in nurses working in a public hospital: A cross‐sectional study

The impact of group efficacy beliefs and transformational leadership on followers’ self-efficacy: a multilevel-longitudinal study

Concerned Whether You’ll Make It in Life? Status Anxiety Uniquely Explains Job Satisfaction

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