self-efficacy – Jurnal Pengurusan

Factors of Entrepreneurial Business Success: Towards Resilient and Competitive Entrepreneurs in the Post COVID-19 Pandemic Era

asriwn — Mon, 15 Apr 2024 09:33:22 +0000

The COVID-19 pandemic has tremendously affected the economy, business, and human life, especially for micro-entrepreneurs in the low-income bracket. In fact, many have yet to achieve success in the aftermath of the pandemic. Drawing from Social Cognitive Theory and existing literature, this study aimed to investigate self-efficacy, digital adoption, social persuasion, and passion for work as factors influencing entrepreneurial business success, with self-efficacy proposed as a mediator of the relationships between the other factors and entrepreneurial business success. Employing a cross-sectional survey technique, a questionnaire was distributed via email to 250 micro-entrepreneurs in West Java, Indonesia. Of these, 174 responded, and 160 datasets were suitable for further analysis. Multiple regression results derived from SmartPLS 3 indicate that all the proposed variables significantly influence both self-efficacy and entrepreneurial business success. Moreover, the findings demonstrate that self-efficacy acts as a mediator between the examined factors and entrepreneurial business success. These discoveries offer valuable insights for policymakers, poverty alleviation organizations, and researchers in developing strategies and intervention programs for entrepreneurial business growth. Thus, these findings align with the goals of the Indonesian government and the United Nations’ Sustainable Development Goals to cultivate resilient and competitive micro-entrepreneurs, striving towards a zero-poverty nation by 2030.

Enhancing the Employee Engagement: The Mediating Role of Exchange Ideology

syazwinaramjan — Wed, 12 Oct 2022 04:49:37 +0000

This study analyses a model that links three predictors namely workplace spirituality, self-efficacy, and person- organization fit to employee engagement through the mediating role of exchange ideology. Drawing on social exchange theory, researchers expected that exchange ideology would mediate the relationship between the given antecedents and employee engagement. This study used quantitative method to collect data and WarpPLS5.0 to analyze the data. The results of a survey conducted among 100 employees of credit unions in West Kalimantan, Indonesia, indicated that employees with stronger spirituality, self-efficacy, and values compatibility engaged better at work. Researchers also found that exchange ideology did not mediate the relationship between workplace spirituality and employee engagement although the exchange ideology mediated the relationship between two predictors namely self-efficacy and person-organization fit to employee engagement.

What Drives Employee Performance? Revisiting the Human Performance System Model

syazwinaramjan — Sat, 08 Oct 2022 14:04:13 +0000

The performance of firms is a result of the work performance of its individual employees making up its valuable workforce. While there exist several research models offering their perspectives of work performance factors, the human performance system model offers a relatively more detailed and comprehensive range of determinants of individual work performance. However, empirical evidence for the model seems absent from literature and qualitative evidence seems scant and only limited to a few case studies. The minimal evidence suggests that this area is still in need of exploration. Hence, this paper explores the constructs in the human performance system model from qualitative data through focus group discussion sessions on factors determining individual work performance. The model’s six work performance factors are performance specification, task support, consequences, feedback, skills/knowledge, and individual capacity. Data comes from 280 research participants engaged through 33 focus group discussion sessions. The results are consistent with the work performance factors proposed by the human performance system model. Besides lending support to the human performance system model, another important contribution of the study is the identification of research variables, which can be used for the development of a survey questionnaire for future empirical testing of the model.