Work Engagement in Teleworking Conditions: The Moderating Role of Self-Efficacy

Abstract

Teleworking has become established as a work modality in the private sector, introducing new work schedule configurations, technological and work support, and social well-being. This study analyzes whether teleworking conditions are associated with work engagement and whether this relationship is moderated by work self-efficacy. A quantitative, cross-sectional, and non-experimental design was applied to a sample of 212 private sector workers. An adapted teleworking conditions scale (15 items), the Utrecht Work Engagement Scale (UWES-9), and the Work Self-Efficacy Scale (WSES) were used. The results show positive and significant associations between teleworking, self-efficacy, and engagement, as well as a significant moderating effect of self-efficacy on the teleworking-engagement relationship. Implications for talent management and the design of teleworking policies are discussed.