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Self-efficacy to spur job performance: Roles of job-related anxiety and perceived workplace incivility

Dirk De Clercq (Goodman School of Business, Brock University, St Catharines, Canada)
Inam Ul Haq (Faculty of Management Sciences, Riphah International University, Lahore, Pakistan)
Muhammad Umer Azeem (Namal College, Mianwali, Pakistan)

Management Decision

ISSN: 0025-1747

Article publication date: 15 February 2018

Issue publication date: 27 March 2018




With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees’ self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility.


Survey data were collected from employees and their supervisors in Pakistani organizations.


An important reason that employees’ self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors.

Practical implications

Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace.


This study establishes a more complete understanding of the benefits of employees’ self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees’ perceptions of workplace incivility invigorate this process.



De Clercq, D., Haq, I.U. and Azeem, M.U. (2018), "Self-efficacy to spur job performance: Roles of job-related anxiety and perceived workplace incivility", Management Decision, Vol. 56 No. 4, pp. 891-907.



Emerald Publishing Limited

Copyright © 2018, Emerald Publishing Limited

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