The Direct and Indirect Effects of Self‐Efficacy on Salespeople's Emotional Exhaustion and Work‐Family Conflict: A Study Using the Job Demands‐Resources Model
Published date | 01 September 2019 |
DOI | http://doi.org/10.1002/cjas.1503 |
Date | 01 September 2019 |
The Direct and Indirect Effects of Self-Efficacy on
Salespeople’s Emotional Exhaustion and Work-
Family Conflict: A Study Using the Job Demands-
Resources Model
Adolfo Carballo-Penela*
Universidade de Santiago de Compostela
José Varela
Universidade de Santiago de Compostela
Belén Bande
Universidad Internacional de La Rioja
Abstract
This study integrates Social Cognitive Theory with the Job
Demands-Resources Model to examine self-efficacy in rela-
tion to emotional exhaustion and work-family conflict
(WFC) in a sample of 192 employees. The results obtained
through structural equation analysis show: a negative asso-
ciation between self-efficacy and both work overload and
emotional exhaustion; a positive relationship between work
overload and both emotional exhaustion and WFC; that
work overload mediates the relation between self-efficacy
and both emotional exhaustion and WFC; that role ambigu-
ity moderates the relation of self-efficacy with work over-
load; and that tenure in the sales territory moderates the
relation of work overload with WFC. Copyright © 2018
ASAC. Published by John Wiley & Sons, Ltd.
Keywords: self-efficacy, emotional exhaustion, work over-
load, work-family conflict, job demands-resources model
Résumé
Les auteurs de cette étude intègrent la théorie sociale cogni-
tive et le modèle exigences du travail - ressources pour ex-
aminer l’auto-efficacité par rapport à l’épuisement
émotionnel et au conflit travail-famille (WFC) dans un
échantillon de 192 employés. Les résultats obtenus par
l’analyse des équations structurelles montrent: une associa-
tion négative entre l’auto-efficacité d’une part, et, d’autre
part, la surcharge de travail et l’épuisement émotionnel;
une relation positive entre la surcharge de travail d’une
part, et, d’autre part, l’épuisement émotionnel et le WFC;
que la surcharge de travail est médiatrice de la relation
entre l’auto-efficacité d’une part, et, d’autre part,
l’épuisement émotionnel et le WFC; que l’ambiguïté du rôle
modère la relation entre l’auto-efficacité et la surcharge de
travail; et que la titularisation dans le département des
ventes modère la relation de surcharge de travail avec le
WFC. Copyright © 2018 ASAC. Published by John Wiley
& Sons, Ltd.
Mots-clés: auto-efficacité, épuisement émotionnel, sur-
charge de travail, conflit travail-famille, exigences du travail
- modèle ressources-ressources
Introduction
Job-related burnout and work-family conflict have
reached critical levels in today’s workforce (Byron, 2005).
As a result, several studies have highlighted the potentially
negative effects of both constructs for individuals, organiza-
tions, and society. Specifically, job-related burnout has been
shown to, among other things, increase disengagement (for
instance Bakker, Demerouti, & Verbeke, 2004), and decrease
performance (for instance Babakus, Cravens, Johnston, &
Moncrief, 1999), while increasing absenteeism (for instance
Schaufeli, Bakker, & Van Rhenen, 2009) and turnover inten-
tions (for instance Boles, Johnston, & Hair 1997).
Work-family conflict, similarly, has been associated
with job and life satisfaction, and absenteeism (for instance
*Please direct correspondence to: Adolfo Carballo-Penela, Department of
Business Management and Marketing, Universidade de Santiago de
Compostela, Facultade de CC. Económicas e Empresariais, Avenida Burgo
das Nacións, S/N 15782 Santiago de Compostela, Galicia, Spain. Email:
adolfo.carballo@usc.es
Canadian Journal of Administrative Sciences
Revue canadienne des sciences de l’administration
36: 363–376 (2019)
Published online 6 June 2018 in Wiley Online Library (wileyonlinelibrary.com) DOI: 10.1002/CJAS.1503
Can J Adm Sci
36(3), 363–376 (2019)Copyright © 2018 ASAC. Published by John Wiley & Sons, Ltd. 363
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