Work Autonomy, Supervisor Support, and Work Engagement in Remote Workers: The Moderating Role of Self-Efficacy
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2023-07-07
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en
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Keeping employees engaged as remote work becomes more popular is often one of the many challenges brought upon organizations choosing to work remotely. By testing antecedents of work engagement according to the Job Demands Resources model, the present study probes the role of perceived work autonomy, perceived supervisor support, and perceived self-efficacy in their relationship to perceived work engagement. The study was conducted among employees of a primarily remotely working software development company. The personal characteristic perceived self-efficacy was investigated as a potential moderator for the relationships between perceived work autonomy and perceived work engagement, and perceived supervisor support and perceived work engagement. Using a cross-sectional design, an online survey was distributed to the entire workforce to assess the independent variables that consist of job characteristics, personal characteristic, and the dependent variable perceived work engagement. Analyzing results of N = 80 employees with a multiple regression analysis revealed a significant impact of perceived self-efficacy on work engagement. The other assumed main effects of perceived wok autonomy and perceived supervisor support on work engagement, were not found. Neither were the moderating effects of self-efficacy on the associations between work autonomy, supervisor support, and work engagement. We demonstrate the importance of personal resources such as self-efficacy in facilitating work engagement among remote workers, which is in line with the JD-R. Self-efficacy and it´s potential for remotely working organizations is discussed with advice for practical application. Conceptualization of perceived work autonomy and perceived supervisor support and implications related to the remote work context are discussed.
Keywords: work engagement, Job Demands Resources model, perceived work autonomy, perceived supervisor support, perceived self-efficacy
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Faculteit der Sociale Wetenschappen