Potential Benefits of Occupational Self-Efficacy and Employee Engagement for Enhancing Employees’ Sustainability

Abstract

Employee engagement (EE) has always been an important concept in positive organizational behavior (Bakker & Demerouti, 2008). The emergence of positive psychology movement has made researchers shift their research from burnout (characterized by cynicism, exhaustion, personal inefficacy) to an opposite, positive state, namely work engagement (Schaufeli et al., 2006; Storm & Rothmann, 2003).The conceptualization of self-efficacy in the present study is based on domain specific variable termed as “occupational self-efficacy (OSE). The study aims to explore the effect of occupational self-efficacy on employee engagement which leads to employees’ sustainability. Employees’ intention to stay and organizational commitment reflected employees’ sustainability. Data was collected from three different print media by 189 participants. The findings suggested that occupational self-efficacy is the most important predictor of employee engagement (R 2 =.49). The correlation between OSE and EE shows positive relation (r=.69**) and the organizational commitment was significantly high among these employee. The quantitative method was used in the present study.