Abstract This study examines the role of confidence in shaping employee engagement and workplace performance through a comparative theoretical review. Three core frameworks—Bandura’s Self-Efficacy Theory, Social Cognitive Theory, and Ajzen’s Theory of Planned Behaviour—were critically analysed to assess their explanatory power in organisational settings. A systematic literature review was undertaken, drawing primarily from peer-reviewed sources published within the last 10–15 years, with seminal works included for theoretical grounding. The findings indicate that confidence enhances productivity, resilience, creativity, and overall performance by influencing behavioural intentions, perceived control, and self-regulation. Convergence among the theories reveals a shared emphasis on confidence as a determinant of motivation and performance, while divergences highlight differences in individual, social, and normative influences. Practical implications for organisational psychology include leadership modelling, confidence-based training programmes, and the integration of performance management systems designed to cultivate employee confidence. The review also identifies limitations, particularly the reliance on secondary literature and the restricted scope of theories, suggesting the need for empirical validation in diverse workplace contexts. Ultimately, this study contributes to organisational psychology by synthesising theoretical insights that position confidence as a central driver of employee engagement and high performance.
Amiebara Judith Biambo Jaiyeola (Tue,) studied this question.