It was found that the demand control model stands valid for the individuals who have the high level of self-efficacy; the individuals were confident in their abilities and so high control made them capable of dealing with difficult tasks. For such people, low control would be detrimental to their health because uncontrollable situations would challenge their self-perception. The control demand model was not seen to hold though, for those with lower self-efficacy i.e. the individuals who are found not to be very confident in their capabilities and abilities. For them, a job that is highly demanding combined with greater control and hence responsibility and expectations would create immense anxiety and distress. Thus, such research shows us that it is critical not only to enhance the job control but also increase the employee’s self-efficacy in order to help deal with highly challenging work. There has a growing body of literature on ways in which employee’s self-efficacy can be increased. Effects of Job Control on Coping with Work Stressors.
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