The mediating role of self-efficacy on the relationship between mindfulness, job performance, and career satisfaction

Year 2022, Volume: 9 Issue: 2, 87 - 100, 20.10.2022

Ceren Aydoğmuş

https://doi.org/10.18394/iid.1098426

Abstract

The present study aimed to examine the mediation effects of self-efficacy on the relationship between mindfulness and job performance and career satisfaction. For this purpose, a sample of 479 employees in various organizations in Turkey completed questionnaires that assessed their mindfulness, self-efficacy, job performance, and career satisfaction levels. Correlation results displayed that mindfulness was associated with self-efficacy, job performance, and career satisfaction. Using Structural Equation Modeling (SEM), mediational analyses indicated that mindfulness exerted its indirect effect on job performance and career satisfaction through self-efficacy. By conducting a multi-group analysis, it was found that the proposed mediational model was not moderated by gender, thereby providing support for the final meditational model's robustness. The findings advance the understanding of how employees’ mindfulness levels can influence their job performance and career satisfaction by focusing on their self-efficacy beliefs. The results underpin social cognitive theory and conservation of resources theory.

Keywords

Mindfulness, self-efficacy, job performance, career satisfaction

The Mediating Role of Self-Efficacy on the Relationship Between Mindfulness, Job Performance, and Career Satisfaction

Abstract

Bu çalışmanın amacı bilinçli farkındalık ve iş performansı ile kariyer tatmini arasındaki ilişki üzerinde öz yeterliliğin aracılık etkilerini incelemektir. Bu amaçla, Türkiye'deki çeşitli kuruluşlardaki 479 çalışandan oluşan örneklem, farkındalık, öz yeterlilik, iş performansı ve kariyer tatmin düzeylerini değerlendiren anketleri doldurmuştur. Yapısal Eşitlik Modellemesi (YEM) kullanılarak yapılan aracı analizleri, bilinçli farkındalığın iş performansı ve kariyer tatmini üzerindeki dolaylı etkisinin öz-yeterlilik yoluyla ortaya çıktığını göstermiştir. Çoklu grup analizi yapılarak elde edilen aracılık modelinin cinsiyete göre düzenleyici rolü olmadığı tespit edilmiş ve böylece oluşturulan aracılık modelinin sağlamlığı desteklenmiştir. Elde edilen bulgular, çalışanların bilinçli farkındalık düzeylerinin iş performanslarını ve kariyer tatminlerini, öz yeterlilik algıları yoluyla nasıl etkilediğinin anlaşılmasına imkan sağlamıştır. Araştırma sonuçları, sosyal bilişsel teoriyi ve kaynakların korunması teorisini desteklemektedir.

Keywords

Bilinçli farkındalık,, özyeterlilik,, iş performansı, kariyer tatmini

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