Role of Perceived Organizational Support in Augmenting Self-Efficacy of Employees

Abstract

This study seeks to examine the impact of Perceived Organizational Support (POS) on the self-efficacy levels of employees and whether there are significant differences in the level of POS and self-efficacy based on gender, designation, and length of tenure of employees. POS is the perception of employees that their organization values their contribution and is also concerned about their well-being. Self-efficacy refers to an individual’s conviction in his ability to successfully execute a given task (Bandura, 1997). Self-efficacy fosters work commitment and self-efficacious employees accept challenging goals. The positive relationship between self-efficacy and job performance has been supported in many past studies. Hence, promoting self-efficacy among employees is vital for the sustainable growth of the organization. This study explores the effect of POS on the self-efficacy levels of the employees of IT Enabled Services (ITES) sector in India. Data collection was done through personally administered questionnaires from 312 employees of ITES companies in Bangalore. The results of the study indicate that POS has a significant positive impact on the self-efficacy levels of employees. This study has implications for the top management to focus on factors (timely support, rewards, appreciation, fairness, justice) contributing to POS. Further, it recommends that the management should provide self-efficacy training to the employees. Enhancing self-efficacy of employees can result in improved performance in the workplace and thereby lead to the competitive advantage of the organization.

Keywords: Perceived Organizational Support, Self-efficacy, ITES Sector

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