The Mediating Role of Perceived Stress in the Relationship Between Self-Efficacy and Work Engagement, Perceived Competence, and Goal-Setting Among Healthcare Professionals

Abstract

Purpose: This study examines the mediating role of perceived stress in the relationship between self-efficacy and key organizational outcomes—work engagement, perceived competence, and goal-setting behaviors—among healthcare professionals operating in high-stress environments in Pakistan.

Methodology: A correlational research design was employed with a sample of 170 medical professionals recruited from various hospitals in Peshawar, Pakistan. Data were collected using standardized instruments: the Generalized Self-Efficacy Scale (GSES), Perceived Stress Scale (PSS), Perceived Competence Scale (PCS), Goal Setting Questionnaire (GSQ), and Utrecht Work Engagement Scale (UWES). Analysis was conducted using Pearson correlation, multiple regression, and mediation analysis in SPSS 26.

Findings: Results revealed significant positive correlations between self-efficacy and work engagement (r = .426), perceived competence (r = .553), and goal-setting behaviors (r = .631). Perceived stress demonstrated significant negative correlations with self-efficacy (r = -.437) and work engagement (r = -.455). Mediation analysis confirmed that perceived stress partially mediates the relationship between self-efficacy and work engagement, consistent with the Job Demands-Resources model. The findings suggest that self-efficacy enhances employee engagement and competence perceptions, while reduced perceived stress partially explains this relationship.

Practical Implications: The findings underscore the importance of organizational interventions targeting both self-efficacy enhancement and stress reduction to improve employee engagement, goal-setting effectiveness, and perceived competence among healthcare professionals.