Abstract
PurposeThe purpose of the study was to examine the moderating effect of self-efficacy and gender on work engagement.Design/methodology/approachThe survey study was conducted on 149 restaurant employees, and multiple regression analyses were used to analyze the data.FindingsSelf-efficacy significantly moderated the impact of perceived organizational support on work engagement, but the moderating effect of self-efficacy was only significant for women with low self-efficacy. Self-efficacy did not moderate the impact of work engagement on intent to leave.Practical implicationsThe results of the study provide suggestions for managing men and women with different levels of self-efficacy in the hospitality workplace.Originality/valueThe focus of previous studies on work engagement has primarily been on its antecedents and outcomes, but little is known about individual differences in the relationship between work engagement and its antecedents/outcomes. This is the first study investigating self-efficacy and gender as moderators of work engagement in the hospitality industry.
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