Investigating the role of self-efficacy in accepting teleworking of employees

In a world that is highly connected and has strong connections between countries, the effects of the Corona virus outbreak (Covid 19) have slowed down the activities of organizations. Organizations need to be flexible in this area as soon as possible and adapt to the unexpected conditions ahead; One of the solutions is the self-efficacy of employees in teleworking conditions; Therefore, the purpose of this study is to investigate the role of self-efficacy in accepting telecommuting of employees. The research method in this study was descriptive and survey and the statistical population was sampled by random sampling and selection of 170 active employees in the western departments of Mazandaran province. The data collection tool was a standard questionnaire. The validity of the questionnaires was confirmed by confirmatory factor analysis and their reliability was confirmed by Cronbach’s alpha test. Data were analyzed using descriptive statistics (mean, standard deviation and variance) and inferential statistics (structural equations) using SPSS and PLS software. Findings showed that employee self-efficacy has a significant role on telecommuting acceptance; Beliefs of individual and collective self-efficacy, expectation of individual and collective consequences played a significant role in accepting telecommuting of employees. The results showed that today organizations consider self-efficacy as an important tool to increase productivity and value chain of the organization. Self-efficacy can be effective in improving both individual and organizational performance, and therefore this is very important and necessary for human resource development professionals.