Les effets du sentiment d’efficacité personnelle sur la relation entre l’équilibre travail-famille et la satisfaction au travail

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Cette recherche s’intéresse aux relations entre l’équilibre travail-famille, le sentiment d’efficacité personnelle et la satisfaction au travail. Une enquête par questionnaires a été réalisée auprès d’un échantillon de 232 cadres de PME du bassin lorrain. Les résultats de l’étude montrent, d’une part, que le conflit travail-famille – lié au stress – est associé négativement à la satisfaction au travail et d’autre part, que le sentiment d’efficacité personnelle modère de façon significative les effets négatifs du conflit travail/famille sur la satisfaction au travail. L’analyse fait ressortir deux dimensions relevant du sentiment d’efficacité personnelle qui s’avèrent agir différemment sur la relation conflit travail/famille lié au stress et la satisfaction au travail. Ainsi, la rétroaction perçue d’efficacité personnelle – c’est-à-dire la perception d’un individu sur la manière dont sa hiérarchie juge l’efficacité de son travail – semble accentuer les effets négatifs du conflit travail-famille sur la satisfaction au travail.

An investigation of the effects of self-efficacy on the relationship between work-family balance and job satisfactionThe aim of this paper is to examine the relationship between work-family balance, self-efficacy and job satisfaction. A cross-sectional study was conducted on a sample of 232 managers from various small and medium size enterprises in Lorraine. Results of the statistical analysis showed that “stress based” work-family conflict was negatively related to job satisfaction. Moreover, perceived self-efficacy was found to moderate this relationship such that the relationship between work-family conflict and job satisfaction were not statistically and negatively significant for managers reporting high levels of self-efficacy. An investigation of self-efficacy provides two components : work self-efficacy and self-efficacy perceived feedback. We define self-efficacy perceived feedback as the perception of an individual on the way its hierarchy judges its efficacy at work. The results of this research give evidence that work self-efficacy acts on stress work-family conflict so that it increases job satisfaction. Conversely, self-efficacy perceived feedback increases the negative effects of the stress work-family conflict on the job satisfaction. This paper offers explanations of these opposite effects and proposes recommendations for human resources management.