The effects of employee engagement and self-efficacy on job performance

a longitudinal field study

W. Richard Carter, Paul L. Nesbit*, Richard J. Badham, Sharon K. Parker, Li Kuo Sung

*Corresponding author for this work

Research output: Contribution to journalArticle

17 Citations (Scopus)


Self-efficacy’s influence on individual job performance has been well documented in laboratory studies. However, there have been very few rigorous field studies of self-efficacy’s relationship with objectively measured individual job performance in organizational settings. This research history might account for the low take-up of self-efficacy within the business literature as well as within business itself. When it comes to studies of employee engagement, the same lack of rigorous individual studies applies, although several organizational-level studies link employee engagement to organizational performance, while its claimed benefits have been widely discussed in the business literature. Finally, the degree to which employee engagement and self-efficacy have independent and additive effects on individual-level job performance remains unknown. In order to address these issues, a longitudinal field study was undertaken within an Australian financial services firm. Using survey data linked to objectively measured job performance, we found the additive effects of self-efficacy and employee engagement explained 12% of appointments made and 39% of products sold over and above that explained by past performance. This finding suggests human resource management (HRM) practitioners should address both self-efficacy and employee engagement in order to boost job performance while encouraging HRM scholars to incorporate both measures when conducting job performance studies.

Original languageEnglish
Pages (from-to)2483-2502
Number of pages20
JournalThe International Journal of Human Resource Management
Issue number17
Early online date24 Oct 2016
Publication statusPublished - 2018


  • employee engagement
  • field study
  • job performance
  • longitudinal study
  • Self-efficacy

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