Hope and Self-efficacy as Determinants of Employee Engagement and Job Satisfaction among Banking Professionals

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DOI: https://doi.org/10.5281/zenodo.20489949

Amrita Rashmi¹ and Vandana Maurya² (Department of Psychology, Patliputra University, Patna, Bihar¹ and Department of Psychology, College of Commerce, Arts & Science, Patliputra University, Patna, Bihar²)

The current research investigated how self-efficacy and hope influence work engagement and job satisfaction among professionals working in the banking sector. In the modern banking sector, employees face high work pressure, demanding targets, and continuous customer interaction, making psychological strengths important for positive work outcomes. The study comprises a sample of 300 banking professionals from public and private sector banks in Bihar. Psychological Capital Questionnaire (Luthans et al., 2006), Utrecht Work Engagement Scale (Schaufeli et al., 2002), and Job Satisfaction Survey (Spector, 1985) were used for the assessment. Correlation and regression techniques were used to examine the collected data. The results indicated that all the variables were significantly and positively associated with each other. Self-efficacy positively predicted work engagement and job satisfaction, indicating that employees with greater confidence in their abilities experience higher enthusiasm and satisfaction at work. Hope also showed a positive influence on both work engagement and job satisfaction. The findings advocate that positive psychological resource development among employees can promote greater well-being, higher motivation, and improved effectiveness within organizations.