Supportive Climate and Dedication: Analyzing the Role of Self-Efficacy and Job Tenure Among Public Employees
Clima de Apoyo y Dedicación: Analizando el Papel de la Autoeficacia y la Antigüedad Laboral en Trabajadores Públicos
Abstract (en)
Self-efficacy is a personal resource that mediates between antecedent and consequent variables. This study aimed to analyze the influence of a supportive climate on dedication through the mediation of self-efficacy and the moderating role of job tenure among public employees, within the framework of the Job Demands-Resources Theory. The sample consisted of 325 public employees, all belonging to the administrative staff of a Spanish university, who completed a sociodemographic and work-related data sheet, the FOCUS-93 (First Organizational Climate/Culture Unified Search), the PCQ-12 (Psychological Capital Questionnaire), and the UWES-9 (Utrecht Work Engagement Scale). Data were analyzed using descriptive statistics, Pearson's correlation coefficient, and regression analysis with PROCESS. The findings suggest that the influence of a supportive climate on dedication through self-efficacy was positive. Furthermore, higher job tenure moderates the relationship between a supportive climate and self-efficacy. In conclusion, the perception of a supportive climate influences dedication through the mediating of self-efficacy, but this moderates by job tenure. The theoretical and practical implications for public management are discussed. Cultivating resources such as a supportive climate and self-efficacy becomes a healthy organizational practice that improves dedication, especially among employees with longer job tenure.
Abstract (es)
La autoeficacia es un recurso personal que media entre variables antecedentes y consecuentes. Este estudio tuvo como objetivo analizar la influencia del clima de apoyo sobre la dedicación a través de la mediación de la autoeficacia y el rol moderador de la antigüedad laboral entre los empleados públicos, en el marco de la Teoría Demandas y Recursos Laborales. La muestra estuvo conformada por 325 empleados públicos, todos ellos del área administrativa de una universidad española, quienes respondieron una ficha de datos sociodemográficos y laborales, el FOCUS-93 (First Organizational Climate/Culture Unified Search), el PCQ-12 (Psychological Capital Questionnaire), y el UWES-9 (Utrecht Work Engagement Scale). Los datos se analizaron mediante estadística descriptiva, coeficiente de Pearson y análisis de regresión con PROCESS. Los resultados sugieren que la influencia de un clima de apoyo sobre la dedicación a través de la autoeficacia fue positiva. Además, una mayor antigüedad en el puesto moderó la relación entre el clima de apoyo y la autoeficacia. En conclusión, la percepción de un clima de apoyo influye en la dedicación a través de la mediación de la autoeficacia, pero ésta se ve moderada por la antigüedad en el puesto. Se discuten las implicaciones teóricas y prácticas para la gestión pública. Cultivar recursos como el clima de apoyo y la autoeficacia se convierte en una práctica organizacional saludable que mejora la dedicación de los empleados, especialmente en aquellos con mayor permanencia en el puesto.
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