Employees’ self-efficacy and work performance of employees as mediated by work environment

Damianus Abun

doi:10.2139/ssrn.3958247

Abstract

Employees’ self-efficacy and work performance of employees as mediated by work environment

Highlights

Human resources' concern is always focusing on organizational performance
Based on the finding of the study, it shows that the self-efficacy of the employees is considered high and it follows that their task and contextual performance is high but not with the counterproductive behavior and it is confirmed by the Pearson r correlation coefficient that high self-efficacy affects high task and contextual performance but not with the counterproductive behavior
It has nothing to do with the harmful behavior of the employees. This finding suggests that improving task performance and contextual performance requires the development of selfefficacy and when the employees have higher self-efficacy and higher skills or competencies and have high contextual performance that help them perform their task, lead to lowering their counterproductive behavior

Summary

Introduction

Human resources' concern is always focusing on organizational performance. Organizational performance cannot be achieved without individual work performance. Managing organizational performance means managing individual work performance. Managing individual work performance has no single solution because performance can be affected by many factors. Factors that may affect performance are skills, knowledge, satisfaction, motivation, work environment, working relationship, etc. One of the factors that has not been given much attention by the management in the education setting is to consider self-efficacy in the performance management of its employees

Objectives

Discussion

Conclusion