Predicting the Experience of Work Immersion based on Job Self-efficacy: Mediating organizational support

Samaneh Kameli; Mehdi Zare  Bahram Abadi; Rahim Davari

doi:10.18502/qjcr.v22i86.13552

Samaneh Kameli PhD Student in Counseling, Islamic Azad University, North Tehran Branch, Tehran, Iran.
Mehdi Zare Bahram Abadi PhD Counseling, Associate Professor, Department of Counseling, Faculty of Psychology and Educational Sciences, Allameh Tabataba'i University,Visiting professor of Islamic Azad University Tehran, Iran
Rahim Davari PhD Psychology, Assistant professor, Department of psychology and educational science, Rudehen Branch, Islamic Azad University, rudehen, Iran.

DOI: https://doi.org/10.18502/qjcr.v22i86.13552

Keywords: Work immersion experience, organizational support, job self-efficacy

Abstract

Aim: The present study was conducted with the aim of studying the mediating role of organizational support in the relationship between self-efficacy and work immersion. Methods: The research method was correlational and structural equations were used. The statistical population included all the employees of the oil company in 1400-1401 and among them, 320 people were selected as a sample using a simple random sampling method. The data collection tool included the questionnaire on the experience of flow at work (Talabighi, 2013), the occupational self-efficacy questionnaire of Riggs and Knight (1994), and the organizational support questionnaire by Eisenberg (1986). Structural equation modeling was used for data analysis using AMOS and SPSS software. Findings: The results showed that job self-efficacy has a direct and positive effect on organizational support and the experience of work immersion (P ≤ 0.001). Also, organizational support had a direct and positive role in explaining the variance of job self-efficacy (P ≤ 0.001). Conclusion: Organizational support plays a mediating role in the relationship between work immersion experiences and job self-efficacy (P ≤ 0.001). Based on the results of the research, organizations may facilitate the effect of proactive employee behavior by implementing human resource practices and by facilitating transformational leadership behaviors, so it can inspire researchers and practitioners who want to create, strengthen, and facilitate optimal experiences at work.