Abstract
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.
Highlights
Organizational citizenship behavior and psychological capital are important constructs to the contemporary corporate world
As reported by Harris (2012), the hypothesized relationship between the dimensions of psychological capital and organizational citizenship behavior was confirmed as the results showed that there is a low correlation between functional participation and self-efficacy (r = 0.24) and hope (r = 0.25), while sportsmanship has a low correlation with optimism (r = 0.30)
The results further reveal that participants expressed significantly higher levels of civic virtue, X = 20.584, SD = 3.178; hope, X = 20.528, SD = 3.405; self-efficacy, X = 20.385, SD = 3.546; altruism, X = 20.002, SD = 3.254; resilience, X = 15.354, SD = 2.595; conscientiousness, X = 11.804, SD = 1.971; and optimism, X = 8.042, SD = 1.653
Summary
Organizational citizenship behavior and psychological capital are important constructs to the contemporary corporate world. Psychological capital on the other hand, is viewed in this study as a strategic mission to elicit, maintain and promote corporate citizenship behavior among employees. The present harsh global economic situation might necessitate the need of employees to develop and nurture a winning spirit in the form of psychological capital - resilience, optimism, self-efficacy and hope, even in the face of the turbulent work environment and challenging situations at workplace. It is imperative for the competitive workforce to be indoctrinated in the psychology of positivity whose mission lays on psychological capital in achieving corporate performance
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