Abstract
Orientation: In the present knowledge economy, the external environment is rapidly evolving and organisations are increasingly demanding much more from their employees. Psychological capital (PsyCap) and work engagement (WE), seen as positive human resource strengths and psychological capacities, can be developed and effectively managed for enhanced work performance. Employees’ resistance to change (RTC) is a key barrier to organisational change.Research purpose: To investigate the interrelationships between PsyCap, WE and RTC of open distance learning (ODL) academics.Motivation for the study: Little empirical research has investigated the application of positive work and organisational psychological functioning of ODL academics. Universities can use the study results to develop strategies which may enable institutions and individuals to flourish through positive well-being despite change.Research approach/design and method: A quantitative survey including a probability sample of 208 (N = 208) academics was utilised. Structural equation modelling was used to analyse the data.Main findings: The results reveal a meaningful positive relationship between the positive psychological constructs of PsyCap and WE, and a meaningful negative relationship between the psychodynamic construct RTC, and the positive psychological constructs of PsyCap and WE. Structural equation modelling indicated an adequate fit of conceptual structural model.Practical/managerial implications: Results suggest that reduced RTC and increased positive psychological behaviour could contribute to a positive organisation and individual well-being in a changing work environment.Contribution/value-add: This study adds to the body of knowledge and insights into positive work and organisational functioning of academics in a changing ODL work environment.
Highlights
The global labour market is characterised by flexibility, rapid innovations and changes
The study aimed to contribute to the research on positive organisational behaviour by offering a model illustrating the dynamic nature of the interrelationships manifested between Psychological capital (PsyCap), work engagement (WE) and resistance to change (RTC) of academics in a changing open distance learning (ODL) work environment
The results revealed a strong support for the existence of a significant relationship between the subscales of RTC, resulting in these academics refusing, denying or rejecting the change, and the more negative these feelings are, the stronger are the emotional reactions, directly impacting the well-being
Summary
The global labour market is characterised by flexibility, rapid innovations and changes. Higher education institutions (HEIs) from all over the globe have been confronted with complex changes and challenges (Arinto, 2013; Guasch, Alvarez, & Espasa, 2010; Panda & Mishra, 2007). South Africa, as part of the Global South and developing world, is required to provide education to the masses in the interest of social justice whilst maintaining standards of developed world (Leibowitz, Bozalek, Van Schalkwyk, & Winberg, 2015). The realities of globalisation, knowledge economy and information economy are forcing structural changes and challenges on HEIs (Cloete, 2017). Seale and Cross (2016) arrived at the conclusion that the internal competition for dwindling resources in South African universities and the pressure experienced by deans to ‘do more with less’, To adapt successfully to the changing environment, universities need to focus on both performance and health and well-being of employees (Conley, 2007). Seale and Cross (2016) arrived at the conclusion that the internal competition for dwindling resources in South African universities and the pressure experienced by deans to ‘do more with less’, (Seale & Cross, 2016, p. 1522) are adding to the complexities faced by governments and http://www.sajhrm.co.za
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