Abstract
The relation with the work and the role of managers and organizational factors are effective on psychological capital and individual performance of employees. This article investigates the impact of the work engagement, performanmce, empowerment, organizational support and transformational leadership on psychological capital using survey data.
Highlights
Many factors such as organizational climate, management style, leadership structure, job characteristics, task-employee adaptation, strengthening and authorization level depending on the characteristics of the employees becomes effective on their psychology
The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital emotionally in terms of getting carried away in their work and performance roles In literature, the concept of engagement, on one hand appears as the exact opposite of the sense of burnout (MAslach and Leiter, 1997), and on the other hand, it has been specified that the work engagement is not on the opposite of the concept sense of burnout, it is the level of commitment and the relationship the employees establish with their work despite the existence of a negative relationship between them beyond the engagement being pathological (Schaufeli, Salanova, Gonzalez-Roma and Bakker, 2002)
The Effect of Organizational Support, Transformational Leadership, Personnel Empowerment, Work Engagement, Performance and Demographical Variables on the Factors of Psychological Capital environment such as accurate decision making from the lower division to the upper division in businesses and establishing communication, empowerment and increasing authority; allow employees to be freer, stronger, and making authoritative decisions, identify alternative ways to achieve goals and be motivated
Summary
Many factors such as organizational climate, management style, leadership structure, job characteristics, task-employee adaptation, strengthening and authorization level depending on the characteristics of the employees becomes effective on their psychology. The employee him/herself is positioned in a psychological situation with certain expectations, and evaluates and develops his/her circumstances and capital based on what he/she received in return of his/her services. They show more physical, emotional and cognitive association with their work, and establish a positive development both mentally and psychologically as long as they are supported, strengthened and benefited, and because they are benefited, this interaction and commitment gets stronger this has a cost associated with it in terms of the employees, thei performances, individual efforts and durability increases. An employee who is placed in a suitable job, given authority and responsibilities, and supported by his/her supervisor, should be expected to continuously improve his/her performance and be committed to his work. Let's take a closer look at the "transformational leadership", "that's being empowered" and "organizational support" concepts that shape the work environment
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