Effect of Psychological Meaningfulness on Job Involvement, Proactive Behavior, and Performance: Focusing on the Mediating Effect of Self-Efficacy

Abstract

Employee well-being and productivity are crucial factors for organizational success, and understanding the relationships between psychological meaningfulness, job involvement, proactive behavior, and performance can help organizations to create more supportive and engaging work environments. This empirical study aimed to examine these relationships, with a particular focus on the mediating role of self-efficacy. Research models and hypotheses were derived from a literature review and tested using structural equation analysis on data collected from a questionnaire survey of 398 employees. Results indicated that psychological meaningfulness was significantly related to self-efficacy, job involvement, proactive behavior, and performance. Self-efficacy was found to play a significant mediating role in the relationship between psychological meaningfulness and job involvement, between psychological meaningfulness and proactive behavior, and between psychological meaningfulness and performance. These findings suggest that fostering employees’ psychological meaningfulness can improve their self-efficacy, job involvement, proactive behavior, and, ultimately, their performance. These results have important implications for organizations seeking to enhance their employees’ well-being and productivity.