How Did Tour Guide Survive during the Covid-19 Pandemic? A Study on The Roles of Self-Efficacy and Organizational Commitment among Tour Guides in Bali

Tour guides are a fundamental part of the tourism industry, which has been seriously affected by the COVID-19 pandemic. Tour guides are expected to find alternatives to survive because of fluctuations over 50% decline in tourism. The pre-pandemic and post pandemic times have significantly impacted the employment of tour guides including those in Bali. In this disruption period, how did tour guide manage to survive? This quantitative research aims to understand the survival mechanism of tour guides by examining whether self-efficacy has a relationship with the organizational commitment of active tour guides in a travel agency in Bali, especially when mediated by job satisfaction. This research uses Structural Equation Model Partial Least Square (SEM-PLS) technique to analyze the research problem. The population in this study were active tour guides in a travel agency in Bali. The sampling technique uses a saturated sample. Direct hypothesis analysis found that: (1) Self-efficacy has a significant positive relationship to organizational commitment. (2) Self-efficacy has a significant positive relationship to job satisfaction. (3) Job satisfaction has a significant positive relationship to organizational commitment. Indirect hypothesis analysis found (4) Self-efficacy and organizational commitment have a significant positive relationship mediated by job satisfaction. Age and gender as control variables have no relationship to organizational commitment. It can be concluded that self-efficacy and organizational commitment can help tour guides to survive in challenging period.


INTRODUCTION
In the last half year, the recovery of the economy and tourism has gradually begun to rise. It started with the opening of airports and seaports and the policy of implementing health protocols in the community (Rinaldi et al., 2021). Based on data from the Central Bureau of Statistics for the Province of Bali, foreign tourist arrivals increased by 57.10% of the total at the entrance to the air and sea routes. Foreign tourists' arrival level recorded during May 2022 at the airport increased by around 57.11%.
An increase of approximately 37.93% at the port occurred within one month (BPS Provinsi Bali, 2022). The high level of foreign tourist arrivals is undoubtedly an opportunity for every travel agent in Bali that is still surviving in the pandemic turmoil; therefore, several tour guides who were "inactive" during the pandemic began to carry out their jobs as they should.
One of the famous Destination Management Company (DMC) in Bali managed to survive after the past pandemic. Much had to be trimmed within the company for almost a year, with layoffs aimed at employees and zero tour guide activities. With the risks tour guides face during this pandemic, they need to form adaptation strategies, some of which are by trying new jobs, managing remaining assets, rearranging the economy, etcetera.
HPI, as an association for tour guides in the Central Kalimantan tourist destinations, implements an adaptation strategy by applying for assistance from the central and regional governments. The action spread into distributing tour guide training, exchanging important information, and using the CHSE principle when starting to guide again at the tourist destination (Mintardjo, 2022). After a vacuum in early 2020, this company began to revive in early 2022. One of the interesting things about PT. EXO Travel Indonesia tends to hand opportunities to employees who have joined before from the pre-pandemic period, including their tour guides. Correlating this high opportunity to work again is a pulling factor for tour guides. In reality, there is a discrepancy between the number of guides in the company's database and the number of active guides in EXO Travel. There are 274 tour guides listed in the company database, but from March -September 2022, there has been a decrease of more than 50% with only 144 total active guides working for the company; meanwhile, the rest remains inactive (EXO Travel Indonesia, 2022). Based on these data, we can catch fluctuations in the number of active tour guides in PT. EXO Travel Indonesia.
Tour guides rely on self-efficacy in carrying out their profession. The existence of low self-efficacy in tour guides has an impact on job burnout. Consider previous research, which found a significant negative effect between self-efficacy and burnout on tour guides in West Nusa Tenggara.
The higher the self-efficacy, the lower the perceived burnout, and vice versa (Idrus, 2014). The self-efficacy of tour guides is formed from direct experience. Previous research found that employee's awareness of personal knowledge, job procedure, and technology could increase employee performance through human resources development (Hasbi et al., 2020) Guiding tour activities directly also helps them in mastering knowledge or insight to increase their self-confidence, including by learning or imitating other tour guides to expand their creativity and improve the quality of their tour guide activities (Liang, 2019).
Previous research stated a positive and significant relationship between self-efficacy and employee organizational commitment (Agustin et al., 2021). This statement is in line with an earlier study that found that self-efficacy and quality of work life affect organizational commitment with the subject of lecturers at a private university (Qurbani & Solihin, 2021).
Employees are committed to their jobs because of remuneration and lack of alternatives. Job satisfaction has a positive relationship with employee commitment.
If employees are satisfied, then they are committed to the organization. This previous research found that job satisfaction positively affects employee commitment (Aziz et al., 2021). Job satisfaction, which is simply a person's estimation of his work situation, by another word, is a measure of how a person feels about various aspects of his work (Nath Gangai & Agrawal, 2015 satisfaction, and organizational commitment shows that self-efficacy and organizational commitment has a significant positive relationship with career commitment (Ahmed, 2017). Previous research has found conflicting results between Aziz et al.'s (2021)

Self Efficacy
Self-efficacy is an individual's measurement of his ability to complete work and measure optimal work capacity for himself (Chunxiao, 2020). Self-efficacy plays a role in chooses what challenges to take, how much effort to expend, and how long they can survive or be loyal to their work while facing these challenges (Bandura, 2012). Reading from Busro (2018) writes that self-efficacy is the belief or perception that a person can complete specific tasks. Following Busro, it is also mentioned that high self-confidence can help individuals cope with stress, control situations and conditions, and more easily adapt to the work environment. An individual and his relation to occupational self-efficacy tend to be high, and they target more significant career goals by using more effort to survive in their jobs (Spurk & Abele, 2014 In addition, self-efficacy is a tool for guides to overcome pressures and obstacles while guiding tours (Idrus, 2014). Hasbi (2020) stated that personal knowledge, awareness of job procedure and technology formed a quality of human resources, in this study case is tourist guide. Tour guides' selfefficacy is formed from direct experience.
Their experience while guiding tour activities directly also helps them in mastering knowledge or insight to increase their self-confidence. The process also includes learning or imitating other tour guides to expand their creativity and improve the quality of their tour guide activities (Liang,

2019). Thus, the link between self-efficacy
and tour guides is based on the level of trust/ confidence in the guides' self-confidence in guiding activities that originates from experience and self-learning processes.
Previous research has also found that selfefficacy and organizational commitment has a significant positive relationship with career commitment (Ahmed, 2017). According to Busro (2018), indicators for measuring selfefficacy are composed of 3 dimensions.

Discriminant Validity
The discriminant validity test is carried out to ensure the robustness of the variable.
This test goes through two stages, starting from fornell and cross-loading.   is also above 0,7 and similarly goes with self-efficacy above 0,7 and organizational commitment indicators is also above 0,7 on each of their variables. These findings concluded that indicators of each variable of this research are resistance and fulfilled the requirement.  The inner model is carried out to test the hypothesis and determine the analysis results.
In Figure 3, the inner structure of the model to be considered is the arrow line from blue to blue or variable to variable. The value on this arrow line is called the statistical t value.
This statistic's t value is used to determine the significance of the variables relationship.
It is counted as significant if the t-statistic value is more than 1.96 with an error rate of 5% (Hair et al., 2019).   (2017), that is also not mentioned on this study, besides selfefficacy, job satisfaction, gender, and age.