| Summary: | Feedback systems of key performance indicators (KPIs) are crucial for companies to monitor their goals. To stay successful and to improve performance, the employees of a company are a potential resource as they build the link between resources and outcome. A hidden assumption in goal-setting is that the employees feel to have full influence on KPIs. Hence, employees’ self-efficacy about believing in one’s own capabilities and expectations about being able to influence KPIs are needed for organizational performance as well as high job satisfaction and work engagement. The present study examined whether influence expectations on KPIs can predict job satisfaction and work engagement above and beyond professional self-efficacy. Results from 136 bank employees in Austria showed that job satisfaction can be predicted by professional self-efficacy and influence expectations on bank-specific KPIs. Furthermore, professional self-efficacy, influence expectations on economic KPIs, and the influence expectations of the branch manager predicted work engagement. This study contributes to the importance of employees’ belief in their own skills and in their influence on KPIs to be satisfied and engaged at work. Furthermore, it offers innovative and useful insights into the measurement of influence expectations.
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