Perceived non-work social support and employee engagement: the mediating role of self-efficacy

Abstract

This paper aims to investigate the relationship among perceived non-work social support (NWSS), self-efficacy and employee job engagement. It is a cross-sectional, quantitative study based on a survey among the Saudi male and female nurses through a structured questionnaire. The sample size was 146. Data were analysed using partial least square-based structural equation model, Smart-PLS version 3.0. The study findings indicate an absence of a statistically significant relationship between perceived NWSS and employee job engagement. However, it is revealed that NWSS indirectly contributes to the higher level of engagement through increased self-efficacy. The result suggests that the support from family and friends increases employees' self-efficacy, which in turn motivates them to engage in work. It bridges the gap in research on non-work social support and organisational issues, viz., job engagement, in this case. The study points to the fact that the organisations have to adopt family-friendly policies so that the employees can maintain work-life balance and ensure an approving relationship with their social networks. It also implies that organisations should enhance employee self-efficacy through organisational arrangements, such as training, mentoring, transformational leadership and positive feedback.