Indian Institute of Public Administration

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Role of self-efficacy optimism and job engagement in positive change: evidence from the Middle East (Record no. 509281)

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100 ## - MAIN ENTRY--PERSONAL NAME
Personal name Chhajer, Raina
245 ## - TITLE STATEMENT
Title Role of self-efficacy optimism and job engagement in positive change: evidence from the Middle East
260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT)
Date of publication, distribution, etc 2018
300 ## - PHYSICAL DESCRIPTION
Extent p.222-235.
520 ## - SUMMARY, ETC.
Summary, etc Positive change comprises an examination of the factors that influence the adaptation of a positive lens, positively deviant performance, the effects of an affirmative bias, and the impact of pursuing the best of human conditions in an organization. To generate positive change, a Middle Eastern financial services firm designed and implemented a positive business initiative ‘RACE’, which involved various sports, arts, cultural, and everyday business activities, intended to engage employees and build their psychological strengths.

In the context of RACE initiative, this study examines the role of self-efficacy, optimism, and job engagement in positive change. Self-efficacy is a specific, positive expectation of success based on belief in one’s individual abilities. Employees’ with higher levels of optimism tend to maintain positive expectation about what will happen to them in the process of change. Employees who are engaged in the jobs bring in their complete selves by investing physical, emotional, and cognitive energies.

This study explores the relationship of self-efficacy and optimism with performance outcome. It further provides an explanation of this relationship through the mediating role of three dimensions of job engagement, that is, cognitive, emotional, and physical.

Responses were collected from 406 employees who participated in the RACE initiative. While all of the respondents are based in the UAE, the sample is international in nature, encompassing 15 countries. These respondents were asked to assess their own self-efficacy, optimism, and job engagement, along with their perception of the team-level performance of the branch office in which they work. The hypothesized relationships were tested in AMOS 20 using structural equation modeling.

The results indicate that higher levels of self-efficacy and optimism significantly predict higher levels of cognitive, emotional, and physical engagement. Also, the higher levels of cognitive, emotional, and physical engagement significantly predict performance. Further, significant indirect effects support the mediating role of job engagement in relationship between these psychological strengths and performance outcome. Thus, employees’ level of self-efficacy, optimism, and job engagement can be enhanced by designing and implementing business initiatives that are relevant to positive change.
650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM
Topical term or geographic name as entry element Job engagement
9 (RLIN) 4892
700 ## - ADDED ENTRY--PERSONAL NAME
Personal name Rose, Elizabeth L.
9 (RLIN) 4890
700 ## - ADDED ENTRY--PERSONAL NAME
Personal name Joseph, Thomas
9 (RLIN) 4891
773 ## - HOST ITEM ENTRY
Main entry heading Vikalpa
906 ## - LOCAL DATA ELEMENT F, LDF (RLIN)
Subject DIP Organisation
942 ## - ADDED ENTRY ELEMENTS (KOHA)
Source of classification or shelving scheme
Item type Articles
Holdings
Withdrawn status Lost status Source of classification or shelving scheme Damaged status Not for loan Permanent location Current location Date acquired Serial Enumeration / chronology Barcode Date last seen Koha item type
          Indian Institute of Public Administration Indian Institute of Public Administration 2019-04-29 43(4), Oct-Dec, 2018: p.222-235. AR119517 2019-04-29 Articles

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