Career adaptability, self-efficacy and job engagement in the Zimbabwean health sector

Abstract

Orientation: Modern health systems are characterised by fast modification of work environments and social and economic structures, and rapid technological evolution, mainly because of globalisation and migration flows. In such dynamic environment, career adaptability, self-efficacy and job engagement become vital.
Research purpose: This research work seeks to analyse the connection between career adaptability, self-efficacy and job engagement in the Zimbabwean health sector using a case study of Mashonaland East province.
Motivation for the study: Literature on the connection between career adaptability, self-efficacy and job engagement in the health sector is restricted.
Research approach/design and method: The study employed a quantitative approach. Implementing the General Self-Efficacy Scale, Career Adapt-Abilities Scale and Utrecht Work Engagement Scale, the suitable data were collected from 220 health employees. Structural equation modelling was implemented to analyse the link between career adaptability, self-efficacy and job engagement and to design the structural model.
Main findings: The study’s results indicate that career adaptability has a positive effect on job engagement, career adaptability is positively linked to self-efficacy, and job engagement positively affects self-efficacy.
Practical/managerial implications: Career adaptability, job engagement and self-efficacy are substantially connected. Hence, the management must robustly implement strategies that stimulate these aspects to enhance employee morale.
Contribution/value-add: The study adds logical and thoughtful decision-making as the management assesses the association between career adaptability, self-efficacy and job engagement.