Showing papers on "Positive psychological capital published in 2015"
TL;DR: In this paper, the authors investigated the relationships among employees' positive psychological capital (PPC) (hope, self-efficacy, resilience and optimism), job satisfaction (JS) and organizational citizenship behaviors (OCBs) in deluxe hotels.
Abstract: Purpose – This paper aims to explain the relationships among employees’ positive psychological capital (PPC) (hope, self-efficacy, resilience and optimism), job satisfaction (JS) and organizational citizenship behaviors (OCBs) in deluxe hotels. This study also seeks to analyze the effect of JS on the employees’ OCBs. In an era of global competition when the speed of change is increasing, companies’ competitiveness depends on how well they adapt. To respond flexibly to changes, knowing how to use intangible resources is crucial. Design/methodology/approach – This study was administered to 324 deluxe hotel employees using a self-administered questionnaire. Following Anderson and Gerbing’s (1988) two-step approach, confirmatory factor analysis was first undertaken to assess the overall fit of the three-factor model, structural equation model which was used to examine the hypothesized relationships between the constructs. Findings – The findings showed that employees’ hope and optimism among PPC have a signif...
189 citations
TL;DR: In this paper, a cross-level moderated mediation model was used to test the role of positive psychological constructs such as learning goal orientation (LGO) and the now recognized psychological capital (PsyCap) in influencing creativity.
Abstract: With employee creativity becoming increasingly critical to the competitiveness of today's organisations, there is a need to better understand and refine the role that positive psychological constructs such as learning goal orientation (LGO) and the now recognised psychological capital (PsyCap) may play in influencing creativity. In this study (N = 405 software engineers nested in 56 teams from China), we drew from social learning theory and the theory of situational strength to test a cross-level moderated mediation model and found that the positive relationship between LGO and PsyCap was stronger in teams low in learning behavior (i.e. weaker situational strength) and that the indirect effect of LGO on creativity via PsyCap was significant when team learning behavior was moderate or low. Thus, our study results indicate that when the team context is less favorable for learning behavior, LGO individuals can draw from their PsyCap to generate creativity. The contributions to theory development, directions for future research, and practical implications conclude the article.
95 citations
TL;DR: In this article, the authors argue that teacher attrition is a complex phenomenon, a product of the interaction of elements from social capital, human capital, positive psychological capital and structural capital intersecting.
Abstract: During the last decades, the search to try to understand why Australian teachers prematurely leave their jobs has become an increasing focus of research interest. This article yields significant insights into the history and potential future of the teacher attrition research field. Using a thematic content analysis methodology, a study of the Australian literature reveals that the field in this country is still in its infancy, and is dominated by small-scale, qualitative exploratory studies. Furthermore, it shows the lack of consistency amongst studies discussing teacher attrition, as well as the need for a theoretically informed framework that acknowledges the complex nature of teacher attrition. To fill this void, the authors propose a new theoretical model, arguing that teacher attrition is a complex phenomenon, a product of the interaction of elements from social capital, human capital, positive psychological capital and structural capital intersecting.
78 citations
TL;DR: Zhang et al. as discussed by the authors examined the mediating role of positive psychological capital (PsyCap), namely, hope, optimism, self-efficacy and resilience, on the relationship between family emotional support and job satisfaction among Chinese white-collar workers.
Abstract: Job satisfaction plays an important role in one’s well-being. It is therefore crucial to explore ways to increase job satisfaction. Yet, existing literature mainly focused on the effect of external factors when studying job satisfaction and provided limited knowledge about the influence of ontogenic and microsystemic factors on job satisfaction. Integrating the ecological and positive psychological perspectives, the present study aims to examine the mediating role of positive psychological capital (PsyCap), namely, hope, optimism, self-efficacy and resilience, on the relationship between family emotional support and job satisfaction among Chinese white-collar workers. The present study recruited 227 white-collar workers in Hong Kong, China. A cross-sectional survey was conducted to assess the relationship among PsyCap, family emotional support and job satisfaction. Among the four PsyCap constructs, hope, optimism and self-efficacy were significantly associated with job satisfaction. Family emotional support was also significantly related to job satisfaction. However, the effect of family emotional support on job satisfaction was mediated by optimism and self-efficacy. Family emotional support positively influenced one’s levels of optimism and self-efficacy, which in turn led to greater job satisfaction. The current findings provide evidence of the impact of family emotional support and personal PsyCap on job satisfaction, as well as the mediating roles of optimism and self-efficacy. It also sheds light on the possible application of ecological and positive psychological concepts to enhance workers’ job satisfaction so as to improve their well-being.
76 citations
TL;DR: Employee engagement, or the complete cognitive, emotional, and physical immersion of the self in one's work, is often touted as the pinnacle of positive employee attitudes as mentioned in this paper, and there is robust research to support this claim: higher levels of employee engagement lead employees to perform work of higher quality (e.g., fewer errors), to be more committed to the organization, and to go above-and-beyond for the organization.
46 citations
TL;DR: In this paper, a systematic analysis on employees' positive psychology in organizational change was conducted in Taiwanese consumer electronics manufacturing which were undergoing organizational change, and the theoretical framework was analyzed by LISREL model, which showed that Readiness for change had negatively direct effects on Resistance to Change, and indicated that readiness for change mediated the relationships between perceived organizational support and resistance to change.
Abstract: Past studies have inferred an indirect relationship between Perceived Organisational Support and Resistance to Change. Making clear the “black box” between Perceived Organisational Support and Resistance to Change is crucial to predict the success of organizational change. Drawing upon organizational support theory and conservation of resources theory, this research was conducted in an attempt to offer a systematic analysis on employees' positive psychology in organizational change. The total valid sample consisted of 288 employees from Taiwanese consumer electronics manufacturing which were undergoing organizational change. The theoretical framework was analyzed by LISREL model. Results showed that Readiness for Change had negatively direct effects on Resistance to Change, and indicated that Readiness for Change mediated the relationships between Perceived Organisational Support and Resistance to Change, and Readiness for Change also mediated the relationships between Positive Psychological Capital and Resistance to Change. Finally, this study proposes managerial implications and highlights future research suggestions.
45 citations
TL;DR: A review of pertinent literature and theory on psychological capital can be found in this paper, where the authors examine all psychological capital concepts, and other related topics, including self-efficacy, positive expectations for the future success (optimism), being full of determination (hope), and accomplishment in spite of obstacles.
Abstract: In today’s ever-changing world, effective management of human resources is a necessity, but are accompanied with differing management philosophies and methods. This study addresses the growing body of psychological capital research, defined as a positive situation for personal development with the features of self-reliance while dealing with the challenges (self-efficacy), positive expectations for the future success (optimism), being full of determination (hope), and accomplishment in spite of obstacles (resilience). Psychological Capital has a positive impact on sustainable competitiveness. It is expected that the positive influences of psychological capital will reduce costs and mitigate negative influences in an organization. Based on a review of pertinent literature and theory, this study aims to examine all Psychological Capital concepts, and other related topics. The greatest source of references is management literature followed literature specifically related to Psycological Capital and its management.
45 citations
Journal Article•
TL;DR: In this paper, the authors explored the work related outcomes of authentic leadership and found that authentic leadership has been positively associated with supervisor, as well as personal identification, affirmative following of a leader, confidence in leadership, and job satisfaction among employees.
Abstract: Employees consider work places as the best ones which offer their employees with the prospects, resources, and provisions for sustainable development, wisdom, and growth rather those that assure the opportunities for the life time employment. Today's talented employees are looking for employers that can contribute to sustaining their career progress, either within or beyond the specific organizational context (Cameron, Dutton, & Quinn, 2003; Luthans, 2002).The concept of authentic leadership originated from the concept of positive leadership approaches, for instance, charismatic, transformational, and ethical leadership (Avolio & Gardner, 2005). The major attributes of the authentic leaders include genuine awareness and understanding of their own values and beliefs, self-assured, and dependable, with major emphasis on developing the strengths of their followers, widening and enhancing their thinking; and to generate positive and appealing organizational context (Avolio & Gardner, 2005; Gardner, Avolio, Luthans, May, & Walumbwa, 2005).The other major construct of the present study is psychological capital (PsyCap) which is considered as an individual's positive psychological state of development (Luthans et ah, 2007) and comprises of basic components of selfefficacy, optimism, hope, and resilience (Luthans, 2002). PsyCap is regarded as a higher order core construct that integrates various positive organizational behavior criteria-meeting capacities, not only additively but also perhaps, synergistically (Luthans, F., Luthans, K., & Luthans, B., 2004; Luthans & Youssef, 2007). Another construct incorporated in the present investigation is work related flow; characterized by a process of engaging in an activity that is challenging, controllable, and intrinsically motivating led to the experience of distinctive psychological state (Seligman & Csikszentmihalyi, 2000). It also involves am optimal state of mind in which an individual feels cognitively efficient, deeply involved, highly motivated, high level of enjoyment (Asakawa, 2004), low self-awareness, and pleasure with altered perceptions of time (Bassi & DelleFave, 2006). Creativity is a process of "coming up with fresh ideas for changing products, services, and processes so as to better achieve the organization's goals" (Amabile, Barsage, Mueller, & Staw, 2005; p. 368). Within the context of workplace, creativity is pertinent to the application of new and original yet functional ideas and resolutions regarding methods, techniques, and procedures (George & Zhou, 2001). Furthermore, creativity is a foundation of novelty within organizations (Amabile, Conti, Coon, Lazenby, & Herron, 1996), essential component of almost for every job (Shalley, Zhou, & Oldham 2004), and basic component of organizational competitiveness and excellence (Oldham & Cummings, 1997).Extensive empirical work has been carried out to explore the work related outcomes of authentic leadership. For instance, authentic leadership has been found to be positively associated with supervisor (Walumbwa, Wang, Wang, Schaubroeck, & Avolio, 2010); as well as personal identification (Wong & Cummings, 2009); affirmative following of a leader; confidence in leadership (Clapp-Smith, Vogelgesang, & Avey, 2009; Wong, & Cummings, 2009); and job satisfaction among employees (Giallonardo, Wong, & Iwasiw 2010; Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008). Further evidence showed positive association of authentic leadership with organizational commitment (Jensen & Luthans, 2006; Walumbwa et al., 2008); work commitment in followers (Giallonardo et ah, 2010; Walumbwa et ah, 2010); elevated levels of job performance in subordinates (Walumbwa et ah, 2008; Wong & Cummings, 2009), and leaders' psychological well-being (Toor & Ofori, 2009); and work happiness among the followers (Jensen & Luthans, 2006).A large number of studies have shown that positive psychological capital is positively related with various job outcomes such as job performance (Luthans, Norman, Avolio, & Avey, 2008; Luthans, Avolio, Avey, & Norman, 2007), organizational commitment (Larson & Luthans, 2006), and job satisfaction (Luthans, et ah, 2007). …
44 citations
TL;DR: In this paper, a short positive psychological capital training program was designed and implemented by following Luthans et al. (in their series of studies in 2006, 2008, and 2010) course of action and control its effectiveness by the Solomon four group experimental design.
Abstract: Positive psychological capital has taken attention in the last decades considering today’s work conditions and employee expectations in gaining competitive advantage. There is growing evidence that positive psychological capital has contribution on employees’ desired outcomes and provides a new perspective for understanding and potentially managing negative and stressful organizational circumstances. Recent theory and research have also proposed that positive psychological capital as a state-like construct is open to development and change. The immediate goal of the study is to design and implement a short positive psychological capital training program by following Luthans et al. (in their series of studies in 2006, 2008, & 2010) course of action and control its effectiveness by the Solomon four group experimental design which is one of the most powerful research designs available and rarely used especially for training programs. A sample of 156 management students participated to the training program. The findings of the current research will contribute to human resources development literature as well as to Solomon experimental design application.
29 citations
TL;DR: A need for strategies to improve Customer orientation by enhancing the Positive psychological capital of nurses is suggested by the results of this study.
Abstract: Purpose: This study was designed to assess the degree of Positive psychological capital, Organizational commitment, Customer orientation of clinical nurses, and to identify correlations between these variables. Methods: Participants were 230 nurses working in three hospitals located in Seoul. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson Correlation, and Multiple Regression. Results: Mean scores were 3.32 (5 point scale) for Positive psychological capital, 3.03 (5 point scale) for Organizational commitment, 3.71 (5 point scale) for Customer orientation. Positive psychological capital correlated positively with Organizational commitment (r=.29, p<.001) and Customer orientation (r=.58, p<.001). Organizational commitment correlated positively with Customer orientation (r=.28, p<.001). Positive psychological capital had a significant influence on Customer orientation. and these combinations explained 34.2% of the variance in Customer orientation (F=25.68, p<.001). Organizational commitment had a mediating effect between Positive psychological capital and Customer orientation. Conclusion: The results of this study suggest a need for strategies to improve Customer orientation by enhancing the Positive psychological capital of nurses. Furthermore, study to develop and apply a Positive psychological capital promotion program should be conducted.
29 citations
TL;DR: In this paper, the authors investigated the impact of Islamic work ethics and its aspects in every point of human being characters, especially in employees' hope, resilience, optimism and efficacy, as the dimensions of Positive Psychological Capital.
Abstract: Swift development in economic aspects and the call for more concentration on the ethics in new era is taking considerations in the world. The aim of this study was the investigation of the impact of the Islamic work ethics and its aspects in every point of human being characters, especially in employees’ hope, resilience, optimism and efficacy, as the dimensions of Positive Psychological Capital. The conducted research method for achieving mentioned aim was descriptive and correlation and the statistical population were employees of six public organizations in the Tehran province located in Iran (a country with the large Muslim population), participated in this study. The results of the analyzing the questionnaires and testing the hypotheses by Warp PLS indicated Islamic Work Ethics had positive effect on Positive Psychological Capital. These findings provide evidence to the importance of including Islamic Work Ethics in future research. Additionally, these findings provide significant suggestions for the utilization of Islamic work ethics in organizational practice too, that is in Staff recruitment, Compensation, Performance evaluation and HRM Strategies.
TL;DR: In this article, the effects of psychological capital and negative feelings of students on their violence tendency were investigated and the results showed that students' psychological capital reduces their violence tendencies through their reduced negative feelings such as anxiety, stress and burnout.
01 Dec 2015
TL;DR: In this article, the authors presented the Job Crafting Behaviors Scale for the Brazilian context, in a sample of 491 workers, with a mean age of 26.7 years.
Abstract: Job crafting behavior refers to the changes made by workers in their job context for adjusting their activities to their preferences. We sought to adapt and collect validity evidences of the Job Crafting Behaviors Scale for the Brazilian context, in a sample of 491 workers, with a mean age of 26.7 years. Factor analysis revealed that the final instrument consisted of three dimensions (increasing structural job resources, increasing social job resources, increasing challenging job demands), which showed good internal consistency indexes. These dimensions showed low or moderate correlations with work engagement, positive psychological capital, positive job affect, and in-role performance. The scale showed evidence of validity, the use of which is recommended for future research on the changes that people make in their jobs.
DOI•
17 Sep 2015TL;DR: In this paper, the mediator between adaptive perfectionism and procrastination in an academic setting was examined, with results supporting the mediation effect, and the implication is that those students with perfectionistic attributes can be helped to control some of the negative outcomes by developing skills in psychological capital.
Abstract: Research on perfectionism and separately on procrastination is extensive and both are related in general to negative consequences. However, there has been little research on different forms of perfectionism (maladaptive vs adaptive) and the relationships with procrastination. One study (Seo, 2008) has suggested that self-efficacy mediates between adaptive perfectionism and procrastination in academic settings and leads to more productive outcomes. Identifying further such positive productive factors may prove useful in helping individuals deal with their perfectionism and-or their procrastination tendencies. Positive psychological capital (PsyCap) may be one such other mediator, as PsyCap involves not only self-efficacy but also resilience, hope and optimism—attributes that have been associated separately each in their own right with positive behaviour and not with normal academic procrastination Most studies of PsyCap have occurred in organisational settings and may also be considered to be important attributes in the academic setting. Psychological capital as a positive mediator between adaptive perfectionism and procrastination in an academic setting was therefore examined in the current study, with results supporting the mediation effect. The implication is that those students with perfectionistic attributes can be helped to control some of the negative outcomes (such as procrastination) by developing skills in psychological capital. How this might work is discussed. Further detailed studies are needed including replication and identification of other mediators.
TL;DR: In this article, the impact of positive psychological capital on emotional labor is analyzed under three components: surface acting, deep acting and naturally felt emotions, and the relationship between the sub-dimensions of psychological capital and emotional labour is explored.
Abstract: In modern age, positive psychological capital is as important as financial capital for organizational development and sustainability. Efficacy, hope, optimism, and resilience are the dimensions of positive psychological capital. Emotional labor is defined by Hochschild as control of self emotions at work by workers who have a high degree of contact with coworkers within the organization or with external clients, so as to create an expression, voice or body gesture which is acceptible to the clients. Emotional labor is analysized under three components: surface acting, deep acting and naturally felt emotions. This study is aimed to investigate the impact of positive psychological capital on emotional labor. So a research is conducted with the aim of exploring the relationship between the sub-dimensions of psychological capital and emotional labour.
01 Jan 2015
TL;DR: Hite et al. as mentioned in this paper explored the relationship between positive psychological capital (PsyCap) and performance and psychological well-being in actors and stunt people, and found that the positive psychology capital is a second-order construct formed from optimism, hope, resilience, and self-efficacy.
Abstract: Positive Psychological Capital, Need Satisfaction, Performance, and Well-Being in Actors and Stunt People by Brian C. Hite MS, Capella University, 2006 BS, Rutgers University, 2004 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Organizational Psychology Walden University November 2015 Abstract Positive psychological capital (PsyCap), a second-order construct formed from optimism, hope, resilience, and self-efficacy, has predicted the performance and psychological wellbeing of a variety of full-time workers, and mediators of the relationships between PsyCap and performance and psychological well-being have rarely been examined. Using self-determination theory, broaden-and-build theory, and the conceptual framework of positive psychology, this study was an exploration of (a) the relationships among PsyCap, (b) basic psychological need satisfaction (i.e., autonomy, competence, relatedness), and (c) psychological well-being and performance using a sample of 103 working actors and stunt people. A serial mediation model was proposed whereby PsyCap predicted performance through need satisfaction and psychological well-being. Statistically significant bivariate correlations were found among PsyCap, autonomy, competence, relatedness, psychological well-being, and performance. Multiple regression analyses yielded indirect effects tested for statistical significance using bias-corrected bootstrapping. Results showed a total indirect effect of PsyCap on psychological wellbeing through need satisfaction and a specific indirect effect of PsyCap on psychological well-being through relatedness. Results showed no total indirect effect for PsyCap on performance through need satisfaction but did show a specific indirect effect of PsyCap on performance through relatedness. No statistically significant indirect effects of autonomy, competence, and relatedness on performance through psychological wellbeing were found. Theoretical and practical implications for future researchers, independent workers, and organizations supporting independent workers are discussed.Positive psychological capital (PsyCap), a second-order construct formed from optimism, hope, resilience, and self-efficacy, has predicted the performance and psychological wellbeing of a variety of full-time workers, and mediators of the relationships between PsyCap and performance and psychological well-being have rarely been examined. Using self-determination theory, broaden-and-build theory, and the conceptual framework of positive psychology, this study was an exploration of (a) the relationships among PsyCap, (b) basic psychological need satisfaction (i.e., autonomy, competence, relatedness), and (c) psychological well-being and performance using a sample of 103 working actors and stunt people. A serial mediation model was proposed whereby PsyCap predicted performance through need satisfaction and psychological well-being. Statistically significant bivariate correlations were found among PsyCap, autonomy, competence, relatedness, psychological well-being, and performance. Multiple regression analyses yielded indirect effects tested for statistical significance using bias-corrected bootstrapping. Results showed a total indirect effect of PsyCap on psychological wellbeing through need satisfaction and a specific indirect effect of PsyCap on psychological well-being through relatedness. Results showed no total indirect effect for PsyCap on performance through need satisfaction but did show a specific indirect effect of PsyCap on performance through relatedness. No statistically significant indirect effects of autonomy, competence, and relatedness on performance through psychological wellbeing were found. Theoretical and practical implications for future researchers, independent workers, and organizations supporting independent workers are discussed. Positive Psychological Capital, Need Satisfaction, Performance, and Well-Being in Actors and Stunt People by Brian C. Hite MS, Capella University, 2006 BS, Rutgers University, 2004 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Organizational Psychology Walden University November 2015 Dedication This dissertation is dedicated to my family. Thank you to my parents, Dr. Jim Hite and Ellen Hite, and my sister, Kari Ray, for their unwavering belief in what I could and can accomplish during my lifetime. This accomplishment is most assuredly shared with my wife, Carrie Brewer, and my two daughters, Octavia and Phoenix. Thank you so much for your patience, encouragement, and support for and belief in my ability to complete what I had started before we even met. I love you all very much, and I look forward to the extra time we’ll now be able to spend with each other. Thank you. Acknowledgements I would like to express my gratitude and appreciation to my committee chair, Dr. Amy Hakim. I appreciate your dedication and willingness to become my committee chair. Your guidance, positive attitude, and support have been extremely helpful in my successfully completing the dissertation process. It has been a privilege working with you. Thank you to Dr. Vincent Fortunato for serving as my committee member. I absolutely appreciate the knowledge and insight you provided, both with regard to theoretical and methodological issues and structural and formatting issues. This paper is much, much better for you having been a part of its creation. Thank you.
TL;DR: A critical analysis of the concept of positive psychological capital (PsyCap) and an indication of its applicability in organizations that implemented participatory management.
Abstract: Purpose: The purpose of the study was a critical analysis of the concept of positive psychological capital (PsyCap) and an indication of its applicability in organizations that implemented participatory management.
Dissertation•
16 Apr 2015
TL;DR: In this article, the authors integrated a number of streams of research on the antecedents of innovation and creativity to develop and test a model of innovative behavior and found that positive psychological capital, personal initiative, supportive climate, strategic attention and creative behavior predict innovative behavior which in turn affects satisfaction and engagement.
Abstract: Despite increasing importance of fostering innovation among employees, and the growing interest in Positive Organizational Behavior (POB) constructs, little empirical research has been conducted on the topic of innovation with POB. Moreover, though research proved significant relationship between positive psychological capital (PsyCap) and creative performance, no studies examined PsyCap with innovative behavior along with other antecedents. In addition, potential differential antecedents of innovative behavior have received insufficient attention. The present study integrated a number of streams of research on the antecedents of innovation and creativity to develop and test a model of innovative behavior. Regression analyses reveal that PsyCap, work characteristics, personal initiative, supportive climate, strategic attention and creative behavior predict innovative behavior which in turn affects satisfaction and engagement. 2. Study 1-Innovative Behavior of Employees: A model of Antecedents and Consequences
01 Jan 2015
TL;DR: It is suggested that developing positive psychological strengths such as hope, efficacy, resilience, and optimism within college students could increase their positive mental health.
Abstract: SELVARAJ, PRISCILLA R., Ph.D., August 2015, Counselor Education Using Positive Psychological Capital to Predict Mental Health in College Students: Implications for Counseling and Higher Education Director of Dissertation: Christine S. Bhat In studying human behavior, there has been a tradition of focusing on deficits and problems, rather than strengths and resources. To emphasize a holistic perspective and a wellness approach, the field of positive psychology redirects attention to individual strengths and assets to ensure optimal functioning. Using a positive psychology lens, this cross-sectional, exploratory study measured college students’ mental health and Psychological Capital [PsyCap] (Luthans, Youssef, & Avolio, 2007). PsyCap is comprised of four positive psychological strengths:Hope, Efficacy, Resilience, and Optimism (HERO), measured using the Academic PsyCap Questionnaire [A-PCQ] (Luthans, Luthans, & Jensen, 2012), within Overall-life and School-work categories. Mental health was assessed using Keyes Mental Health Continuum-Short Form (MHCSF; Keyes, 2002, 2009), which provides: (i) a mental health score; (ii) well-being clusters (emotional, social, and psychological); and (iii) mental health categories (languishing, moderately mentally healthy, and flourishing). In addition to descriptive analyses of the sample characteristics, the objectives of the study were: (i) to evaluate the relationship between PsyCap and mental health; (ii) to determine differences in PsyCap within individuals who fell into languishing, moderately mentally healthy, and flourishing mental health categories; and (iii) to determine the extent of variability in mental health 4 using PsyCap HERO dimensions as predictors. Multiple regression and one-way ANOVAs were used to address the research objectives. Results indicated a positive linear relationship between PsyCap and mental health. Furthermore, PsyCap significantly varied within each of the mental health categorical groupings and also predicted about 43% of the variance in mental health. Findings suggest that developing positive psychological strengths such as hope, efficacy, resilience, and optimism within college students could increase their positive mental health. Based on the findings of this study, implications and recommendations are provided for counselors, counselor educators, and higher education personnel including those in student affairs and administration. Limitations and suggestions for future research are presented.
Journal Article•
TL;DR: In this paper, the authors examined the relationship between psychological capital, job satisfaction and turnover intention of employees of banks of public sector undertaking in India and found that there is not a significant correlation between the psychological capital and job satisfaction.
Abstract: The aim of the present study is to examine the relationship between psychological capital, job satisfaction and turnover intention of employees of banks of public sector undertaking in India. A sample of 100 employees including 77 males and 23 females is selected for the investigation. PsyCap was measured with the use of the 24-item psychological capital questionnaire (PCQ) by Luthans, Youssef, and Avolio (2007). The Job Satisfaction Scale (JSS) was developed by Muthayya (1973) and Turnover Intention assessed through Shore and Martin (1989) scale. Findings of study shows that there is not a significant correlation between psychological capital and job satisfaction but psychological capital and turnover intention have a negative significant correlation. It is also reveals that there is significant difference in male and female's job satisfaction and turnover intention.
Journal Article•
TL;DR: In this article, the authors examined the relationship between psychological capital, job satisfaction and turnover intention of LIC employees, a leading insurance company in India, and found that there is a positive significant correlation between the psychological capital and job satisfaction.
Abstract: The aim of the present study is to examine the relationship between psychological capital, job satisfaction and turnover intention of LIC employees a leading insurance company in India. A sample of 124 employees including 100 males and 24 females is selected for the investigation. PsyCap was measured with the use of the 24-item psychological capital questionnaire (PCQ) by Luthans, Youssef, and Avolio (2007). The Job Satisfaction Scale (JSS) was developed by Muthayya (1973) and Turnover Intention assessed through Shore and Martin (1989) scale. Findings of study shows that there is a positive significant correlation between psychological capital and job satisfaction and psychological capital and turnover intention. It is also reveals that there is significant difference in male and female's job satisfaction but no significant difference is observed in turnover intention.
Journal Article•
TL;DR: Avey et al. as discussed by the authors found that positive psychological capital can mediate the influence of organizational justice (mainly distributive and procedural justice) on job-related outcomes, such as job satisfaction.
Abstract: ehps.net/ehp The European Health Psychologist Organizational justice has emerged as a vital construct in organizations (Cropanzano & Ambrose, 2015). Low organiza-tional justice perce-ptions have long been considered an occupational health risk (Robbins, Ford, & Tetrick, 2012). This concept refers to people’s “perceptions of fairness in organizations along with their associated behavioral, cognitive, and emotional reactions” (Greenberg, 2011, p. 271). Although there are definitions of overall organizational justice (Fortin, 2008), this concept is often considered as multidimensional including distributive, procedural, interpersonal, and informational justice (Adams, 1965; Bies & Moag, 1986; Greenberg, 1993; Leventhal, 1980). Considerable research has focused on organizational justice benefits for organizations and employees (Cropanzano, Bowen, & Gilliland, 2007). One of the individual-level outcomes that has recently drawn researchers’ attention is positive psychological capital (PsyCap) which results from the combination of self-efficacy, optimism, hope, and resilience (Luthans, Youssef, & Avolio, 2007). Strong perceptions of organizational justice communicate that employees are valued as members of the organization and they have control over their jobs, and these, in turn, increase employees’ flexible optimism, positive expectations of success, and resilience under job challenges (Hur, Rhee, & Ahn, 2015; Rego & Pinha e Cunha, 2008). PsyCap can mediate the influence of organizational justice (mainly distributive and procedural justice) on job-related outcomes, such as job satisfaction (Totawar & Nambudiri, 2014). Although PsyCap has been linked to several employees’ behavioral, attitudinal, affective, and health outcomes (Avey, Reichard, Luthans, & Mhatre, 2011; Rus & Jesus, 2010), some authors have suggested the need to expand the range of these variables by including work engagement (Sweetman & Luthans, 2010). Work engagement is a positive psychological state characterized by the association of vigor, dedication, and absorption (Bakker, Schaufeli, Leiter, & Taris, 2008). Employees competently able to accomplish their job tasks, that have expectations of positive outcomes, willpower and pathways to achieve their tasks, and are able to bounce back and beyond in face of job challenges can become absorbed, perseverant, and have more energy available to devote to their work (Sweetman & Luthans, 2010). Another benefit of organizational justice is job satisfaction (Colquitt, Conlon, Wesson, Porter, & Ng, 2001). It consists in employees’ evaluation of their work context and profession (Lease, 1998). Satisfied employees report high PsyCap (Avey et al., 2011) and work engagement (Yalabik, Popaitoon, Chowne, & Rayton, 2013). In terms of factors that shape perceptions of fairness in organizations, various authors have called for an exhaustive exploration of the organizational level-related factors (James, 2015). One of these factors is organizational health (Bennis, 2002). Gomide-Júnior and Fernandes (2008) proposed that organizational health refers to the organizational integration of individuals How do organizational justice and health influence teachers’ work engagement? The mediating role of positive psychological capital and job satisfaction original article organizational justice, health & work engagement Viseu et al.
01 Jan 2015
TL;DR: In this paper, the authors measure the influence of positive psychological capital (PPC) of business workers by us-ing innovative work behavior and find that the PPC can be used to measure the success of the business workers.
Abstract: Purpose - This study aims to measure the influence of the positive psychological capital (PPC) of business workers by us-ing innovative work behavior...
01 Jan 2015
TL;DR: In this article, the authors have aimed to determine the relationship between teachers' positive psychological capital and their efficacy beliefs, and the results showed that teachers' personal efficacy beliefs were high level and general efficacy beliefs are moderate level that the component of teacher efficacy beliefs.
Abstract: In this study, it has aimed to determine the relationship between teachers' positive psychological capital and their efficacy beliefs. The population of the survey model study consists of teachers working in public schools in Kutahya districts. In the study sample size it was determined as 424. The perception of teachers was measured that they are working in primary school and secondary school and religious secondary school and general high school and vocational high school and, religious high schools. In the collection of research data, Positive Psychological Capital Questionnaire and Teacher Efficacy Belief Scale was used. In analyzing the data, descriptive statistics and Independent Sample t-test and, One Way ANOVA and, Pearson Product Moment Correlation techniques were used. According to the results, positive psychological capital of teachers are high level. Their personal efficacy beliefs are high level and general efficacy beliefs are moderate level that the component of teacher efficacy beliefs. There is a difference between the groups according to place of serve variables in the positive psychological capital of teachers. There is a difference between the groups according to profession and school type variables in the efficacy beliefs of teachers. Between the positive psychological capital and the personal efficacy beliefs of teachers moderate level and positive correlation was found. Between the positive psychological capital of teachers and their general efficacy beliefs low level and positive correlation was found. When positive psychological capital levels of teacher rising, their personal efficacy and general efficacy levels rises.
01 Jan 2015
Journal Article•
TL;DR: In this article, the authors investigated the effect of positive psychological capital on organizational climate and organizational citizenship behavior of employees in an IT business in Turkey, and found that in this organization both supportive organizational climate (SOC) and PSC have positive effects on organizational citizenship behaviour of employees.
Abstract: In this study, it has been aimed to investigate the moderator effect of positive psychological capital on the relationship between supportive organizational climate and organizational citizenship behavior of employees. For this aim, formulated hypothesis have been tested using data collected from a sample of 48 white collar employees working in an IT business operated in Turkey. The results suggest that in this organization both supportive organizational climate and positive psychological capital have positive effects on organizational citizenship behavior of employees. However, as opposed to expectation, positive psychological capital has no moderator effect on supportive organizational climate and positive psychological capital relationship. Keywords: Supportive Organizational Climate, Positive Psychological Capital, Organizational Citizenship Behavior