HRD Climate, Occupational Self-Efficacy and Work Engagement: A Study from India

While a good deal of the research on engagement has been conducted in the United States and Europe, less is known and written about engagement in developing countries. Addressing this, in light of gaps identified from literature review, a model was proposed and tested with occupational self-efficacy as the intervening variable between human resource development climate and work engagement. The sample for the study consisted of 214 business executives from both public and private sector manufacturing and service organizations with 81.7 % of them being males. Hypotheses were tested using a cross sectional design with the help of hierarchical regression analysis. The series of hierarchical regression analyses revealed that self-efficacy partially mediates the climate-engagement relationship. In addition, results of moderated regression analysis provided support for moderating effects of self-efficacy, with the relationship between climate and engagement being stronger for low self-efficacious individuals as compared to high self-efficacious ones.