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Although trust is crucial in enhancing positive attitudes and behaviour, trust signals are not explicit. Hence, trust recipients must cognitively process the trust cues to translate into positive outcomes. This study innovates by examining how employees’ perceived trust indirectly influences their work engagement through its influence on occupational self-efficacy. We collected a sample of 335 employees from three major companies in Bhutan over a two-wave survey on the Lime survey platform. Data were analyzed using structural equation modeling on IBM SPSS AMOS (29). The results supported the positive impact on occupational self-efficacy of cognitive trust but the influence of affective trust was not significant. Occupational self-efficacy presented a strong positive impact on work engagement. Additionally, the results revealed an indirect effect of cognitive trust on work engagement through occupational self-efficacy. Therefore, our findings posit cognitive trust as an important resource to foster a positive work attitude, however, requires individual resources. Nonetheless, the role of affective trust remains less active. Organizations must capitalize on cognitive trust to foster employees’ self-belief and enhance engagement levels.

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The Mediating Role of Occupational Self-efficacy in the Relationship Between Employees’ Perceived Trust and Work Engagement

  • 会议论文

  • 发表日期：

    2026年

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  • Karma Lhaden,
  • Isabel Dórdio Dimas

摘要

Although trust is crucial in enhancing positive attitudes and behaviour, trust signals are not explicit. Hence, trust recipients must cognitively process the trust cues to translate into positive outcomes. This study innovates by examining how employees’ perceived trust indirectly influences their work engagement through its influence on occupational self-efficacy. We collected a sample of 335 employees from three major companies in Bhutan over a two-wave survey on the Lime survey platform. Data were analyzed using structural equation modeling on IBM SPSS AMOS (29). The results supported the positive impact on occupational self-efficacy of cognitive trust but the influence of affective trust was not significant. Occupational self-efficacy presented a strong positive impact on work engagement. Additionally, the results revealed an indirect effect of cognitive trust on work engagement through occupational self-efficacy. Therefore, our findings posit cognitive trust as an important resource to foster a positive work attitude, however, requires individual resources. Nonetheless, the role of affective trust remains less active. Organizations must capitalize on cognitive trust to foster employees’ self-belief and enhance engagement levels.