Abstract

     In this study, we focused on four work self-efficacy dimensions and their relationship with wellbeing during the COVID-19 pandemic. We adopted a person-centered approach and investigated whether individuals with different work self-efficacy profiles would have different wellbeing experiences at 6 and 12 months from the beginning of the pandemic. Data were collected in the UK across three waves (January 2020, October 2020 and January 2021) on a sample of 393 full-time employees. Results showed that being in two at-risk profiles significantly increases the likelihood of experiencing lower wellbeing during the pandemic. In particular, the probability of belonging to the Profile 3 “low self-efficacy but high empathic” significantly increased the risk of lower wellbeing in the shorter and longer timeframe. In addition, the probability of belonging to the Profile 2 “high assertive and task self-efficacy but low emotional” also significantly increased the risk of lower wellbeing in the longer timeframe.

Introduction

     The COVID-19 pandemic constitutes a major threat to physical and mental health (Huremović, ۲۰۱۹). Although it can be seen as an “acute extra-organizational stressor” (Kuntz, 2021, p. 188), it has prompted major changes in the workplace and increased experiences of anxiety and depression (Restubog et al., 2020). The lack of individuals’ choice in adopting these work practices means that individuals’ resources have been crucial for thriving in the “new normal”. We argue about the importance of individual sense of control and in particular of work self-efficacy (SE) in different areas of functioning (i.e. task, emotional and social). SE is an important personal resource (Heuven et al., 2006) which could make a difference to the impact of COVID-19 on psychological wellbeing (Zhou et al., 2021): “A resilient sense of efficacy is needed to overrule emotional and psychosocial subverters of self-regulative efforts” (Bandura et al., 2003, p. 770).

     SE refers to the individual’s beliefs about their “capabilities to organize and execute the courses of action required to produce given attainments” (Bandura, 1997, p. 3). It enables individuals to perform and learn at a designated level, but it also allows them to cope with challenges and stressors including natural disaster and traumatic events (Schönfeld et al., 2016). In a yearlong study, we adopted a person-centered approach (Magnusson & Torestad, 1993; Morin et al., 2018) to investigate whether individuals with different work SE profiles would have different wellbeing experiences at 6 and 12 months from the beginning of the pandemic.

Results

Preliminary analysis

      Table 1 shows the descriptive statistics and correlations of the study variables. SE dimensions were significantly correlated with each other and with the positive indicator of wellbeing at all waves. Emotional SE was also correlated with the negative indicator of wellbeing measured; task and assertive SE were correlated with T2 and T1 negative wellbeing; empathic SE was not correlated with negative wellbeing. Only emotional SE was correlated with depressive feelings at T3.