The moderating role of self-efficacy on the relationship between job autonomy and proficiency

Abstract

Considering the rapid and multifaceted shifts within the market and competitive work environment since the beginning of the 21st century, companies have found it incredibly difficult to attract, retain and nurture its human capital, therefore it has become increasingly important for organizations to focus on effective human hiring and management. Academics accentuate the importance of job autonomy and how it contributes to commitment, motivation, engagement and establishment of trust. It’s also defended that enhances job performance and consequently, the company’s performance. Self-efficacy has generally been considered a variable that positively affects job performance. In this study, we have delved into the three dimensions of autonomy: planning, methods and decision; two aspects of job performance: proficiency and proficiency (delving substantially more on the latter); self-efficacy and the meaning of work. The current research aims to examine the moderating role that self-efficacy has on the relationship between job autonomy and individual performance. To test the model, we obtained 262 answers from working individuals about their work, role, current contractual situation, autonomy at work, well-being, satisfaction, performance and self-efficacy. The results were supported and showed that there is a positive relationship between autonomy and proficiency, and that self-efficacy moderates the indirect relationship between autonomy and proficiency, through the meaning of work and that therefore, this relationship becomes stronger when the worker has higher levels of self-efficacy (versus lower levels).

Tendo em conta as rápidas e multifacetadas mudanças no mercado e no ambiente de trabalho competitivo desde o início do século XXI, as empresas têm enfrentado grandes dificuldades para atrair, reter e desenvolver o seu capital humano. Assim, tornou-se cada vez mais importante para as organizações focarem-se em práticas eficazes de contratação e gestão de pessoas. Os académicos salientam a importância da autonomia no trabalho e como esta contribui para o compromisso, motivação, envolvimento e estabelecimento de confiança. Defende-se também que a autonomia melhora o desempenho no trabalho e, consequentemente, o desempenho da empresa. A autoeficácia é geralmente considerada uma variável que afeta positivamente o desempenho no trabalho. Neste estudo, explorámos as três dimensões da autonomia: planeamento, métodos e decisão; duas facetas do desempenho no trabalho: proficmais elevados de autoeficácia (em comparação com níveis mais baixos).