Construction of a Big Data-Driven Predictive Analysis Platform for Hospital Talent Attrition.

The increase of global competition, consolidation, and innovation brought up pressures and urged the emergence of work teams as basic building blocks of organizations. As consequence, more and more organizations shifted from work organized around individual-base job to team-based work structures. Recent organizational researches confirmed that work team members’ organizational citizenship behavior had unique meaning to facilitate the effective functioning of work team. The purpose of this article was to explore how work team leaders’ psychological capital influenced on their direct followers’ organizational citizenship behavior. Sixty-six work teams (66 work team leaders and their 303 followers) were sampled from a large State-owned enterprise in eastern China. Data were collected from leaders and their direct followers respectively. Both work team leaders and their followers self-rated their own level of psychological capital. Besides, work team members also finished an organizational citizenship behavior self-report questionnaire. Structural equation model (SEM) and hierarchical linear mode (HLM) were applied to analyze the survey data. After controlling demographic and human capital variables, such as, gender, age, marriage, educational level and organizational tenure, hierarchical linear modeling results revealed that work team leaders’ psychological capital was positively related to their direct followers’ organizational citizenship behavior, work team members’ psychological capital was a cross-level mediator between work team leaders’ psychological capital and their followers’ organizational citizenship behavior. However, this research didn’t support the hypothesis that the relationship between work team members’ psychological capital and organizational citizenship behavior was moderated by work team leaders’ psychological capital such that the relationship was stronger when work team leaders’ psychological capital was perceived to be high versus low. This finding was different from that of western organizational background. Our findings revealed that both work team leaders and members’ psychological capital were positively associated with work team members’ organizational citizenship behavior. The result suggested that psychological capital, especially work team leaders’ psychological capital, was a key element for constructing efficient work teams. Entrepreneurs could do everything possible to improve work team leaders and members’ psychological capital to enhance work team efficiency and organizational performance.

BackgroundWorkplace bullying depletes psychological resources, reducing job performance and organizational citizenship behavior. According to conservation of resources theory, psychological capital functions as a as a crucial psychological resource to influence the organizational citizenship behavior of employees who experience workplace bullying.ObjectiveThis study aimed to construct and validate a model of the associations between workplace bullying, psychological capital, and organizational citizenship behavior.MethodsMeta-analysis and structural equation modeling (MASEM) was employed to analyze 40 quantitative empirical studies.ResultsPsychological capital was significantly and positively correlated with organizational citizenship behavior and significantly and negatively correlated with workplace bullying. However, organizational citizenship behavior was significantly and negatively correlated with workplace bullying, indicating heterogeneity among the variables. The total effects were as follows: workplace bullying negatively influenced psychological capital, psychological capital positively influenced organizational citizenship behavior, and workplace bullying negatively influenced organizational citizenship behavior. Psychological capital mediated the association between workplace bullying and organizational citizenship behavior.ConclusionsEnterprises must address workplace bullying by establishing regulations and complaint channels. Additionally, they should prioritize recruiting employees with high psychological capital and develop employees' psychological capital to enhance workplace contributions and organizational citizenship behavior.

<p>本研究旨在探討職業軍人特質正念、心理資本與組織公民行為表現間的關係，並檢證心理資本在特質正念與組織公民行為間所扮演的中介角色。本研究採用立意取樣調查法，以陸軍職業軍人為對象，共蒐集407份問卷，並運用結構方程模式的統計方法探究變項間的關係。研究結果現：（1）特質正念對組織公民行為不具有顯著的正向關聯；（2）特質正念對心理資本具有顯著的正向關聯；（3）心理資本對組織公民行為具有顯著的正向關聯；（4）心理資本在特質正念與組織公民行為間扮演完全中介角色。由研究結果可知，職業軍人的特質正念對組織公民行為的直接關聯雖不明顯，卻可經由提升正向心理資本，增進官兵在奉公與利他的行為表現。最後，研究者依據研究結果提出建議，提供部隊實務工作者、相關諮商與輔導人員以及未來研究之參考。</p> <p> </p><p>Context and Object: Military organizations differ in nature from other organizations. The professionalism of military organization members is demonstrated in the implementation of "ultimate liability," which means to protect national security and make sacrifices for the well-being of the people at any point of time. Assisting soldiers to actively engage in organizational citizenship behaviors and become good organizational citizens is an important method to enhance their professionalism and "ultimate liability." Previous studies have shown that in the workplace, employees with more positive psychological and emotional capital tend to express more organizational citizenship behaviors. However, these results are mainly from studies on corporate employees; it is unknown if this is also true for military personnel. In addition, prior research on organizational citizenship behavior has rarely explored the possible effects of the positive psychological state. To fill these gaps, this study focused on soldiers as research targets and explored the relationship between trait mindfulness, psychological capital, and organizational citizenship behavior. Simultaneously, it verified the mediating effect of psychological capital between trait mindfulness and organizational citizenship behavior. Method: The study used purposive sampling; 407 soldiers from the two army camps in Taiwan were selected and analyzed using the structural equation model. Results: The results showed that: (1) trait mindfulness had no significant association with organizational citizenship behavior (path coefficient value β = 0.00, p > .05); (2) trait mindfulness had a significant positive association with psychological capital (path coefficient value β = 0.40, p < .001); (3)psychological capital had a significant positive relationship with organizational citizenship behavior (path coefficient value β = 0.83, p < .001); (4)psychological capital completely mediated the relationship between trait mindfulness and organizational citizenship behavior (indirect effect value β = 0.33, p < .05, 95% confidence interval did not contain 0). Conclusion and Suggestion: From the results, it can be seen that although the direct relationship between the soldiers’ trait mindfulness and organizational citizenship behavior was not obvious, trait mindfulness can indirectly improve their organizational citizenship behavior performance by enhancing other positive psychological capital. In summary, the contributions of this study are as follows: first, it expanded the application and research scope of mindfulness in the military field. It showed that mindfulness can be used to promote soldiers’mental health and work performance in high-pressure situations; mindfulness also has indirect benefits in motivating altruistic and helpful organizational citizenship behavior. Second, this study confirmed that the soldiers’ law-abiding and altruistic behavior in the military can be cultivated not only by the current methods of ethical appeals and moral training but can also be achieved by enhancing trait mindfulness and inner psychological capital. Based on the results, the author provides several suggestions for the practice of military counseling; for example, military mental health centers can systematically and continuously conduct related activities, encourage soldiers to practice mindfulness to enhance their self-awareness and insight abilities, cultivate psychological capital, and implement self-management for mental health. Political warfare officers and cadres at the basic level are the first-line counselors for soldiers. They are familiar with the life and training of the army. If they can integrate the skills and concepts of mindfulness-awareness into the military daily life and training, it can help develop the soldiers’ military ethics. Finally, the author also suggests that the army should continue to explore and develop other activities that enhance soldiers’ inner psychological capital, to improve their altruistic behavior and reduce unfavorable behavior in the military organization.</p> <p> </p>

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

BackgroundNurses’ organizational citizenship behavior, a spontaneous “altruistic work behavior”, may be affected by psychological capital and organizational commitment, but its mechanism is not clear. The aim of this study was to investigate the characteristics and distribution of psychological capital, organizational commitment and organizational citizenship behavior among nurses during the COVID-19 epidemic, and explore the mediating role of organizational commitment in psychological capital and organizational citizenship behavior.MethodsA cross-sectional survey was conducted among 746 nurses from 6 designated hospitals for COVID-19 treatment in China. Descriptive statistics, Pearson correlation analysis, and structural equation model were used in this study.ResultsNurses’ psychological capital, organizational commitment and organizational citizenship behavior scores were 103.12 ± 15.57, 46.53 ± 7.14 and 101.47 ± 12.14, respectively. Additionally, organizational commitment partially mediates between psychological capital and organizational citizenship behavior.ConclusionsDuring the COVID-19 pandemic, nurses’ psychological capital, organizational commitment, and organizational citizenship behavior were found to be at an upper-middle level, influenced by various social-demographic factors. Furthermore, the results illustrated that psychological capital can affect organizational citizenship behavior through the mediating role of organizational commitment. Therefore, the findings emphasize the importance of nursing administration to monitor and prioritize the mental health and organizational behavior of nurses during the ongoing COVID-19 crisis. It is crucial to focus on developing and nurturing nurses’ psychological capital, strengthening their organizational commitment, and ultimately promoting their organizational citizenship behavior.

PurposeEmotional intelligence (EI) affect behavior and thinking patterns are linked to physical and mental health, employee interpersonal relationships and job performance. Regarding individual EI, workplace employees expect high organizational support with positive employee relations, because they regard employee relations as a perceived support from the organization, which reflects a positive organization's citizenship behavior. Thus, in terms of human resource management, enhancing organizational citizen behavior can ensure that employees continue to improve job performance by maintaining a positive psychological state and employee relations.Design/methodology/approachUsing a questionnaire survey and structural equation modeling, this study aims to investigate the relationships between EI, psychological capital, job performance, organizational citizenship behavior (OCB) and perceived organizational support. The research subjects (N = 536) were in life insurance companies in Taiwan.FindingsThe results showed that psychological capital plays a mediating role in the effect of EI on OCB. Perceived organizational support is used to determine the existence of the effect of moderated mediation in the proposed research model.Originality/valueThis is the first study to find that the indirect effect of EI on organizational citizen behavior through psychological capital is stronger when there are higher levels of perceived organizational support than when there are lower levels of perceived organizational support. In addition, in terms of employee relation development, employee perceived organizational support from organizations is a critical influence which bridges employees' EI and organizational citizen behavior through psychological capital on the human resource management.

This study aims to determine the state of psychological capital, knowledge sharing and organizational citizenship behavior (OCB) and to find the amount of influence of psychological capital and knowledge sharing on organizational citizenship behavior in PT XYZ employees, both partially and simultaneously. The method used in this research is descriptive and verification with a quantitative approach. The population used in this study were all employees of PT XYZ, which amounted to a population of 55 respondents using non-probability sampling techniques, namely saturated sampling of 55 respondents using the Slovin formula. Based on the results obtained that respondents' responses regarding Psychological Capital are included in the sufficient category, Knowledge Sharing is included in the sufficient category and Organizational Citizenship Behavior (OCB) is included in the sufficient category. Based on the results of determination testing, it is found that Psychological Capital has an effect of 0.471 or 47.1% on Organizational Citizenship Behavior (OCB), Knowledge Sharing has an effect of 0.634 or 63.4% on Organizational Citizenship Behavior (OCB), Psychological Capital and Knowledge Sharing have an effect of 0.624 or 62.4% on Organizational Citizenship Behavior (OCB). Based on the results of partial hypothesis testing, it shows that Psychological Capital has no effect on Organizational Citizenship Behavior (OCB), Knowledge Sharing affects Organizational Citizenship Behavior (OCB). Based on the results of hypothesis testing simultaneously Psychological Capital and Knowledge Sharing affect Organizational Citizenship Behavior (OCB).


 
 
 Context: Psychological capital is among new study aspects of interest to researchers of human capital, organizational behavior and psychology. On the other hand, Organizational Citizenship Behavior (OCB) has been a focused subject by researchers due to increasing empirical evidence of OCB's impact on individual and organizational performance. Aim: This study aimed to investigate the relationship between psychological capital and organizational citizenship behavior among staff nurses.
 Methods: Design: A descriptive correlational design was used to conduct this study at Obstetrics and Gynecological Hospital on one hundred and nine nursing staff. Data collection tools include psychological capital Scale and organizational citizenship behavior scale. Results: The present study showed that the mean dimensions of self-efficacy 3.60±0.48 and optimism 3.25±0.45 had the highest and the lowest mean, respectively, of psychological capital. The results revealed that as for the dimensions of organizational citizenship behavior, the dimension of altruism (4.06±0. 62) while Civic virtue (civilized behavior had the lowest mean (3.80±0.52) and shows that the total mean score of organizational Citizenship Behavior were 3.91±0.41.
 Conclusions: There is a highly statistically significant positive correlation between total staff nurses' perspectives regarding psychological capital and their total organizational citizenship behavior. The study recommended that hospital administrators should promote organizational citizenship behavior and, consequently, psychological capital by involving employees in decisions, consult with them, and intervention programs for nurses should be carried out to enhance their level of psychological capital.
 
 

Originated from positive psychology,psychological capital is regarded by some researchers and practitioners in the field of human resource management as one of the individual competitive advantage sources beyond human capital and social capital. As defined by Fred Luthans,a pioneer scholar in this research area,psychological capital is the positively-oriented human resource strengths and psychological capacities that can be measured,developed,and effectively managed for performance improvement in the workplace. Generally,this construct consists of four dimensions,self-efficacy/confidence,hope,optimism,and resiliency. Some empirical research indicated that employee's psychological capital has positive impacts on good work attitudes,behaviors and performance. It would be worthwhile to examine the external validity of psychological capital in a transition society such as China considering the cultural differences,which is the core root of psychological capital. Although there are already a few empirical studies about psychological capital in China,those are mostly replications of western studies. We need more indigenous studies to demonstrate the potential differences in psychological capital between different cultures. The main purpose of this study is to develop a scale of indigenous psychological capital construct in the context of Chinese culture. Several methods were taken to collect the measurement items of indigenous psychological capital scale,including depth interview,literature review,successful person's biography material,and unstructured questionnaire survey. After that,we used item analysis,reliability analysis,factor analysis,correlation analysis and regression analysis to test the liability and validity of the developed scale. The results indicated that indigenous psychological capital construct has two high-order factors,task-oriented psychological capital and guanxi-oriented psychological capital. Each dimension has four sub-dimensions respectively. Task-oriented psychological capital includes self-confidence and courage,optimism and hope,spirit of enterprise and diligence,resiliency and perseverance. Guanxi-oriented psychological capital consists of toleration and forgiveness,respecting and courtesy,modesty and prudence,thanksgiving and dedication. To a great extent,task-oriented psychological capital is similar to the structure of western psychological capital,but guanxi-oriented psychological capital is very special for its characteristics with Chinese culture. Indigenous scale of psychological capital has good criterion-related validity. Both task-oriented psychological capital and guanxi-oriented psychological capital are significantly related with task performance,contextual performance,job satisfaction,job involvement and organization commitment,meanwhile guanxi-oriented psychological capital is related with traditional values and dependent self. Regression analysis indicated that indigenous psychological capital can explain more variances of employee's task performance and contextual performance than western psychological capital. The authors suggest that the cultural differences between the Chinese and western should be considered when building the indigenous psychological capital theory and Chinese organizations should pay attention to developing and managing employee's psychological capital.

As a bottom-up leadership style, leader humility has received considerable attention from researchers. Among the abundant studies revealing the positive impact of leader humility on employees’ work attitude and behaviors, there is less knowledge on how leader humility influences subordinates’ organizational citizenship behavior (OCB) and withdrawal behavior. On the basis of the social information processing theory, this study proposed a cross-level mediation model and examined the direct impact of leader humility on subordinates’ OCB and withdrawal behavior. We also further explored the underlying psychological mechanism and examined the mediating effect of psychological capital on these relationships. Using a two-wave panel design and 274 employees’ questionnaire data, the empirical analysis found that: (1) leader humility was positively related to subordinates’ OCB and negatively related to subordinates’ withdrawal behavior; (2) leader humility was positively related to subordinates’ psychological capital; and (3) psychological capital played a cross-level mediating role in the leader humility-subordinates’ OCB relationship and the leader humility-subordinates’ withdrawal behavior relationship. Theoretical and practical implications, limitations, and suggestions for future research are also discussed.

Background This investigation delves into the potential application of data-driven survival modeling approaches for prognostic assessments of breast cancer survival. The primary objective is to evaluate and compare the ability of machine learning (ML) models and conventional survival analysis techniques, to identify consistent key predictors of breast cancer survival outcomes. Methods This study employs data-driven survival modeling approaches to predict breast cancer survival, including survival-specific methods such as the Cox Proportional Hazards (CPH) model, Random Survival Forests (RSF), and Cox Proportional Deep Neural Networks (DeepSurv), as well as machine learning models like Random Forests (RF), XGBoost, Support Vector Machines (SVM) with an RBF Kernel, and LightGBM. The dataset, sourced from the National Cancer Institute's Surveillance, Epidemiology, and End Results (SEER) program, comprises 4,024 women diagnosed with infiltrating duct and lobular carcinoma breast cancer between 2006 and 2010. To ensure interpretability across all models, the Shapley Additive Explanation (SHAP) method was applied to RSF, DeepSurv, Random Forests (RF), and XGBoost. This enabled the identification of key predictors influencing breast cancer survival, highlighting consistent factors across models while uncovering unique insights specific to each approach. Results The performance of survival-specific and ML models were evaluated using the Concordance index (C-index), Integrated Brier Score (IBS), mean accuracy, and mean AUC. The CPH model achieved a C-index of 0.71±0.015 and an IBS of 0.08±0.006, while RSF demonstrated slightly better discriminatory power with a C-index of 0.72±0.0117. DeepSurv performed comparably, with a C-index of 0.71±0.0095 and an IBS of 0.09±0.0008. Both Cox and RSF models achieved the lowest IBS (0.08), indicating accurate survival probability predictions over time. For ML models, RF achieved a mean AUC of 0.74±0.0021, and XGBoost with a mean AUC 0.69±0.0183, reflecting fair discriminatory ability but not accounting for censoring in survival data. SHAP analysis for the top-performing models highlighted the extent of lymph node involvement, Regional Node-Positive (number of affected lymph nodes), tumor grade (cell abnormality and growth rate), progesterone status, and age as key predictors of breast cancer survival outcomes. Conclusions While ML models like XGBoost and RF can effectively identify important predictors and patterns in breast cancer outcomes, survival-specific methods such as the Cox model, RSF, and DeepSurv provide essential capabilities for handling time-to-event data and censoring, making them more suitable for accurate survival predictions. The primary objective of including ML models in this analysis was to leverage their interpretability in identifying key variables alongside survival-specific models, rather than to directly compare their performance against survival models. By examining both ML and survival models, this research highlights the complementary strengths of each approach. This study contributes to the integration of artificial intelligence in healthcare, emphasizing the value of data-driven survival modeling techniques in supporting healthcare professionals with accurate, personalized, and actionable insights for high-risk patients. Together, these approaches enhance the precision of survival predictions, paving the way for more informed clinical decision-making and improved patient care.

In consideration of implications of organizational citizenship behavior, it is quite necessary for scholars and human resource management practitioners, to urgently investigate the correlates of psychological capital dimensions and the dimensions of organizational citizenship behavior. The purpose of the study was twofold. Firstly, to examines the relationship between psychological capital and organizational citizenship behavior. Secondly, to investigate the relationships between the dimensions of organizational citizenship behavior and psychological capital. The study is important, because its outcomes would help the corporate world, governments and human resource managers to avert the problem of underperformance among employees by improving psychological capital and organizational citizenship behavior. The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across the various sectors of the Nigerian economy, using a structured and validated questionnaire, and the Statistical Package for the Social Sciences (SPSS). The results of the statistical analysis of data showed that there was a significant positive relationship between psychological capital and organizational citizenship behavior, r = 0.588, p<0.01. The results also showed that altruism, conscientiousness and civic virtue dimensions of organizational citizenship behavior are significantly positively interrelated to hope, optimism, resilience and self-efficacy dimensions of psychological capital. The study suggested that human resource managers should develop psychological capital in employees in order to increase the level of organizational performance. Recommendations of the study could assist in training and developing effective manpower capacity towards improving the economy of the nation.

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

<span lang="EN-US">The impact that organizational climate has on organizational citizenship behavior through psychological capital was examined in this study. The descriptive method was adopted with a questionnaire-based survey. The constructs of the study were measured by three scales adopted from previous works: the </span><span lang="EN-US">Organizational Climate Questionnaire developed by Koys and DeCotiis (1991), the Psychological Capital Questionnaire developed by Luthans et al. (2007), and the Organizational Citizenship Behavior Scale developed by Lee and Allen (2002)<span>. A random sample of employees at Jordanian banks was selected, and 227 out of the 250 distributed questionnaires were found to be valid for analysis. All the hypotheses were accepted; that is, </span><span>organizational climate has a statistically significant relationship with organizational citizenship behavior, and psychological capital mediates the relationship between organizational climate and </span><span>organizational citizenship behavior</span><span>. For organizations to improve </span><span>organizational citizenship behavior</span>, the <span>psychological capital should be taken into account. </span></span>

Based on the premises of social exchange theory, this study examined servant leadership as an impetus for teachers’ organisational citizenship and in-role behaviours through the mediation of felt obligation. Although several studies have been conducted to investigate the relationship between servant leadership and employees’ performance behaviours, it is unclear why servant leadership would significantly induces employees’ performance behaviours. Data were collected from the teachers working in franchise schools. This study collected primary data using a 5-point Likert survey questionnaire (N=201), ranging from strongly disagree to strongly agree. A random sampling technique was applied. Results showed that servant leadership is positively associated with teachers’ organisational citizenship behaviour and in-role behaviour. The effect of servant leadership was more on organisational citizenship than in-role behaviour. Further, felt obligation was found as a bridge thatmediates the relationship between servant leadership and both behaviours. However, like the total effect, the indirect effect of servant leadership was found more on organisational citizenship than in-role behaviour. Overall, based on the social exchange theory, this study offers a mechanism that how the principals of the schools, following the premises of servant leadership theory, induce the teachers through a sense of felt obligation to reciprocate by displaying positive work behaviours.