This study examined coping with stress from an organizational perspective by positing a relationship between Psychological Capital (PsyCap) and coping strategies (defined as change, accepting, or withdrawal). It was hypothesized that coping strategies would mediate the relationship between PsyCap and people’s well-being and performance. Questionnaire findings from a five hundred and fifty four employees showed a significant relationship between PsyCap and coping. Coping strategy in terms of change partially mediated the relationship between PsyCap and the outcomes of well-being and performance. Coping strategy in terms of withdrawal partially mediated the relationship between PsyCap and performance. PsyCap was found to have a strong, positive, and direct correlation with well-being and performance. Well-being was not found to associate significantly with performance. These findings suggest that the central variable in the model is not coping but PsyCap. PsyCap appears to have a strong, direct, and significant effect on the dependent variables. The theoretical implications are examined and future research avenues suggested.

The Relationship between Psychological Capital, Coping with Stress, Well-Being, and Performance

In this paper, we provide a comprehensive view on the concept of psychological capital (PsyCap) and develop an agenda for future research. PsyCap describes an individual’s psychological capacity that can be measured, developed, and managed for performance improvement. The higher-order construct comprises the psychological resources self-efficacy, hope, optimism, and resilience, and has been linked with a range of desirable work attitudes, behaviors, and other outcomes. By analyzing and structuring the existing literature on PsyCap, we identified several research gaps that require further analysis. In particular, we encourage researchers to expand the research on the effects of PsyCap to other workplace-related domains, especially the field of strategic decision-making, we call for researchers to further study the relationship between emotions and PsyCap, and we suggest to analyze the effects of PsyCap in the context of strategic human resources management. Also, future studies should establish transparency on the interaction between organizational change processes and PsyCap as well as the relative importance of the four components of PsyCap. We close by discussing the implications of our findings for corporate practice, such as employee selection and development.

The concept of psychological capital: a comprehensive review

Perceptions of interactional justice have been shown to explain why employees engage in counterproductive work behaviors (CWB; Bies, 2005). However, the processes involved in this relationship have yet to be clarified. In this study, we drew on the cognitive theory of emotions and extended work published on the mediating role in this relationship (Fox & Spector, 1999) by conducting a survey with insurance company employees (N = 187). Data analyses confirmed that CWB are significantly predicted by both low perceived interactional justice and negative emotions. In addition, 2 significant mediation effects were observed: (a) perceived anger mediates the relationship between low perceived interpersonal justice and active CWB, and (b) perceived fear mediates the relationship between low perceived informational justice and passive CWB. The theoretical and organizational implications of these findings are discussed.

Interactional justice and counterproductive work behaviors: the mediating role of negative emotions

Organizational cynicism and burn-out are two intertwined phenomena which constitute an important subject matter in organizational behavior literature. A through literature review suggests that there are a few studies regarding the relationship between organizational cynicism and burn-out syndrome. The main purpose of this paper is thus to find out whether there is a relationship between organizational cynicism and burn-out syndrome, and if so, to determine the course of this relationship. To fulfill this purpose, we studied a private hospital employing 175 people and operating in the capital of Turkey, Ankara. The main hypothesis of the study -that “there is a significant relationship between organizational cynicism and burnout”- seems valid from the results obtained. Furthermore it has been concluded that there is a significant relationship between cognitive cynicism and behavioral cynicism, but there is no significant relationship between cognitive cynicism and burnout.

A research to determine the relationship between organizational cynicism and burnout levels of employees in health sector

The effects of paternalistic leadership on workplace loneliness, work family conflict and work engagement among air traffic controllers in Turkey

Calisma hayatini olumsuz yonde etkileyen unsurlardan birisi olan tukenmislik sendromu hem bireysel hem de orgutsel acidan olumsuz etkilere sahip bir olgudur. Gunumuzde yaygin olarak rastlanan bu sendromu “basarisiz olma, yipranma, enerji ve gucun azalmasi veya tatmin edilemeyen istekler sonucunda bireyin ic kaynaklarinda meydana gelen tukenme durumu” seklinde tanimlamak mumkundur. Tukenmislik sendromu duygusal tukenme, duyarsiz­lasma ve kisisel basari olmak uzere uc temel boyuttan olusmakta ve bu boyutlar tukenmisligi yasayan bireyin hayatinda gerceklesen degisimleri ifade etmektedir.Bu calismada, Gaziosmanpasa Universitesi’nde gorev yapan akademik personelin yasadigi tukenmislik duzeylerini saptamak, bazi degiskenler ile tukenmislik duzeyleri arasindaki iliskiyi tespit etmek ve bu noktadan hareketle tukenme sorununun kaynagini belirleyerek soruna cozum onerileri getirmek amaclanmistir. Calismada akademik personelin duygusal tukenme ve duyarsiz­lasma alt boyutlari acisindan orta, kisisel basari alt boyutu acisindan ise yuksek duzeyde tukenmislik yasadiklari tespit edilmistir. Arastirma bulgularina gore akademisyenlerin yasadigi ozellikle kisisel basari acisindan yuksek tukenmisligi onleyebilmek amaciyla kisisel gelisime imkan tanimak, aralikli olarak seminer, egitim, kariyer gunleri duzenlemek ve bunlara akademik personelin katilimini saglamak, calisma kosullarini iyilestirmek, isin monotonlugunu azaltmak icin rotasyon, is zenginlestirme ve is genisletmeden yararlanmak faydali olacaktir.

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TÜKENMİŞLİK SENDROMU AKADEMİSYENLER ÜZERİNDE BİR UYGULAMA (GOÜ Örneği)

The purpose of this study is to investigate the relationship between psychological capital and performance and to identify work family spillover and psychological well-being as a mediator of the effects of psychological capital on performance. Data was gathered from 361 white-collar employees from different occupations. The results based on Structural Equation Modeling reveal that psychological capital plays an important role in providing employees to have high performance. The results also indicate that psychological well-being and two dimensions of spillover (positive and negative work-family spillover) mediate the effect of psychological capital on performance. Implications of the results are discussed, and avenues for future research are offered.Keywords: Psychological capital, work family spillover, psychological well-being, performance, positive psychologyJEL Classification: M12, M541. IntroductionThe world is changing, so are the organizations. Contrary to the past, traditional approach and resources are inadequate to gain competitive advantage in global economy and intensive competition. Today organizations must invest in employees and increase their psychological capital to have competitive advantage. One of the most important features of psychological capital is to increase individual performance.In the past, work and family interactions suggested that having more than one role affects individual health and performance negatively. However, in recent years people realized that having more than one role raises individual resources, so the work family spillover concept was built up. According to this concept participation in one role positively affects the performance in the other role. Researches on work family spillover showed that balancing work and family roles by spilling over increase work performance (Grzywacz and Marks, 2000). On the other hand, according to Keyes, Hysom and Lupo (2000), psychological well-being refers to employees' perception and assessment of the quality of their lives, and the quality of their psychological and social functioning. As employee well-being increases, the performance of the employee and therefore, the productivity, and profitability of the organization (Warr, 1999) also increase.The aim of this study is, therefore, to identify the mediating role of work family spillover and psychological well-being on the relationship between psychological capital and performance in an emerging country. The data is collected from different occupations; like academicians, doctors, nurses, police or bank employees, and analyzed by Structural Equation Modeling (SEM). This study contributes to the organizational behavior literature, particularly, in terms of integrating psychological capital, work family spillover, psychological well-being and performance and providing data from different occupations.2. Psychological capital and performanceThe theoretical foundation for psychological capital is based on positive psychology and positive organizational behavior. Positive psychological capacities meet the criterion of being related to performance, on the other hand the positive organizational behavior is fully expected to have a significant impact on work outcomes (Luthans et al., 2007a). Therefore it is inevitable that the construct of psychological capital, which is included in positive organizational behavior to have positive and significant impact on performance.While human and social capital are now widely recognized and well researched, psychological capital goes beyond human and social capital to gain a competitive advantage through investment/development of "who you are" and "what you can become in terms of positive development" (Avolio and Luthans, 2006). On the other hand, psychological capital provides some benefit on individual and organizational manner. Psychological capital is a psychological resource that may fuel growth and performance at the individual level. …

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Psychological Capital and Performance: The Mediating Role of Work Family Spillover and Psychological Well-Being

Tukenmislik sendromu (burnout) bilgi caginin onemli sorunlarindan birisidir. Bu sendrom  “is talepleri ile isi yapan bireylerin ihtiyaclari arasindaki uyumsuzluktan kaynaklanan ve asamali olarak ilerleyen bir surec” olarak tanimlanmaktadir. Yillarca birey ve is arasindaki uyumsuzluk dolayisiyla ortaya cikan tukenmislikten bahsedilmis, zararlari ve basa cikma yollari arastirmalara konu olmustur. Bu calisma ile, tukenmislik madalyonunun obur yuzu olan “isle butunlesme” (engagement) kavrami uzerinde durulmaktadir. Calismanin amaci birey ve is arasindaki uyumun saglanmasi vasitasiyla, hem bireysel hem de orgutsel duzeyde olumsuz sonuclari olan tukenmisligin tersi etkilere sahip isle butunlesmenin (engagement) olusturulabilecegini vurgulamak ve “tukenmislik-isle butunlesme iliskisi”ni Turkce yazinina kazandirmaktir. Calismada yer alan isle butunlesmeyi saglama stratejileri ile orgut icerisinde tukenmislik sorunu ortadan kaldirilarak, isle butunlesmenin olusturulmasi beklenmektedir.

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Tükenmi̇şli̇k sendromu ve madalyonun öbür yüzü: i̇şle bütünleşme

Psikolojik sermayenin en onemli ozelliklerinden birisi, is performansi ve performansin onculleri uzerinde etkin bir rol oynamasidir. Bu nedenle bu calismada psikolojik sermaye kavraminin bir butun olarak ve alt boyutlarinin (ozyeterlilik, umit, iyimserlik ve dayaniklilik) performans ve performans alt boyutlari uzerindeki etkisini ortaya koymak amaclanmistir. Tokat il merkezinde gorev yapan polislerden elde edilen veriler regresyon analizine tabi tutulmustur. Sonuclara gore toplam psikolojik sermaye performans uzerinde onemli olcude etkili olurken, psikolojik sermayenin tum alt boyutlari performans uzerinde ayni sekilde etkili olmamistir. Psikolojik sermayenin alt boyutlarindan sadece dayanikliligin hem toplam performansi hem de iki performans boyutunu anlamli ve pozitif yonde etkiledigi, umit alt boyutunun ise toplam performansi ve gorev performansini anlamli ve pozitif yonde etkiledigi tespit edilmistir

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Psikolojik Sermayenin Görev ve Bağlamsal Performans Üzerindeki Etkileri: Polis Teşkilatında Bir Araştırma

Oz: Bu calismanin amaci, psikolojik sermayenin performans uzerindeki etkisinde is aile yayilimi ve psikolojik iyi olusun rolunu belirlemektir. Arastirmaya Tokat'ta gorev ya- pan akademisyen, doktor, hemsire, polis ve bankaci olmak uzere toplam 361 isgoren dahil edilmistir. Verilerin analizinde yapisal esitlik modeli kullanilmistir. Arastirma sonuclari- na gore bireyin sahip oldugu psikolojik sermaye performansi onemli olcude etkilemekte- dir. Ayrica bu etkinin is aile yayilimi boyutlarindan pozitif ve negatif is-aile yayiliminin ve psikolojik iyi olusun aracilik etkisi ile arttigi tespit edilmistir. Elde edilen sonuclarin hem literature hem de uygulayicilara fayda sagladigi dusunulmektedir.

Sema Polatci

Papers

TÜKENMİŞLİK SENDROMU AKADEMİSYENLER ÜZERİNDE BİR UYGULAMA (GOÜ Örneği)

Psychological Capital and Performance: The Mediating Role of Work Family Spillover and Psychological Well-Being

Tükenmi̇şli̇k sendromu ve madalyonun öbür yüzü: i̇şle bütünleşme

Psikolojik Sermayenin Görev ve Bağlamsal Performans Üzerindeki Etkileri: Polis Teşkilatında Bir Araştırma

The Role of Work Family Spillover and Psychological Well-Being on the Effect of Psychological Capital on Performance