Psychological Capital Of Employees Research Articles

Enhancing entrepreneurial strategy skills in Saudi universities employees: The impact of psychological capital

Psychological capital is recognized as a positive and unique factor that plays a crucial role in human resource development and performance management. It has the potential to increase employees’ efforts towards achieving organizational goals and improving their entrepreneurial strategy skills. The objective of this study was to examine the contribution of psychological capital in enhancing the entrepreneurial strategy skills of employees in Saudi universities. The study employed a descriptive approach, specifically utilizing the survey study method. The study sample was intentionally selected from different categories within the study population. Data was collected from 530 participants using two questionnaires. The findings revealed that employees exhibited an average level of psychological capital, while their practice of entrepreneurial strategy skills was rated as poor. The study also demonstrated that psychological capital significantly contributes to enhancing employees’ entrepreneurial strategy skills. Furthermore, statistically significant differences were observed in the psychological capital of employees across certain variables, such as personal and functional aspects. The average level of psychological capital among employees indicates the need for further development in this area. By focusing on enhancing psychological capital, organizations can effectively improve the entrepreneurial strategy skills of their employees. It is clear that investing in the psychological capital of employees can lead to significant improvements in their entrepreneurial strategy skills. This highlights the potential for organizations to foster a more entrepreneurial mindset and approach among their staff members. Additionally, the study’s findings underscore the need to tailor interventions and development programs to address specific aspects of psychological capital that may vary across different employees. Overall, the study emphasizes that psychological capital is a valuable resource that should be nurtured and developed within the organizational context. By doing so, organizations can not only enhance the entrepreneurial strategy skills of their employees but also cultivate a more resilient, motivated, and engaged workforce. This has the potential to contribute to the overall success and innovation of Saudi universities and similar institutions.

Responses to COVID-19, small and medium enterprises’ corporate social responsibility and psychological capital of employees: From the mediating perspective of affective commitment

The influence of corporate social responsibility (CSR) on employees' positive psychological capital in stressful situations remains unexplored in the literature for small and medium enterprises (SMEs). This study aims to examine how CSR could assist employees in developing psychological capital during the COVID-19 pandemic. In order to understand the aforesaid relationship, an attempt is made to study the mediation effect of affective commitment. Structural equation modelling (AMOS 21.0) was used for data analysis and hypothesis testing on a sample of 545 employees from 356 Malaysian SMEs. The results of this study showed that SMEs' CSR policies helped to improve the positive psychological capital of their employees during the COVID-19 pandemic. Also, affective commitment complementary mediates the relationship between CSR and psychological capital. During the COVID-19 pandemic, SMEs should come up with a consistent way to implement CSR policies and procedures to improve employees' psychological capital and increase their affective commitment toward the enterprise. There are two main contributions to the literature from this study, in addition to enriching previous empirical research on CSR. As a first contribution to the CSR literature, it examines how CSR impacts employees' psychological capital during a pandemic. COVID-19 is one of the recent pandemics that offers an opportunity to examine its effects on employee psychological state. Secondly, the results of the study add to the growing body of empirical research that supports affective commitment's significant relationship with CSR and enhances employees' psychological capital during a pandemic in a developing market.

Psychological capital and breakthrough innovation: The role of tacit knowledge sharing and task interdependence.

Compared with incremental innovation, breakthrough innovation is essential to sustaining competitive advantage, but breakthrough innovation has the characteristics of high standards and strict requirements. As the main body and foundation of enterprises, the attitude and behavior of employees play a vital role in enterprise innovation. Based on the positive organizational behavior theory and knowledge management theory, the purpose of this paper is to investigate the relationship between psychological capital and breakthrough innovation, and we also integrate tacit knowledge sharing and task interdependence into the research framework, so as to further explore the influence mechanism of employees' psychological capital on breakthrough innovation. Utilizing a quantitative method, this study takes employees of Yunnan coffee enterprises as investigation objects, the data was analyzed using regression analysis through SPSS 24.0, and the existence of mediation was further verified by Bootstrap test. The results showed that the psychological capital of employees have a positive impact on breakthrough innovation; tacit knowledge sharing partially mediates the relationship between psychological capital and breakthrough innovation; and task interdependence plays a moderating role, that is, the stronger the task interdependence, the stronger the influence of employee psychological capital on breakthrough innovation. This study enriches the research on the influencing factors of breakthrough innovation of Yunnan coffee industry, expands the application scenarios of the related theory, emphasizes that the importance of psychological capital and the breakthrough innovation is the result of the interaction and value-added linkage of various internal and external resources.

The influence of internal marketing and organizational commitment on employee performance mediated by psychological capital

This study examines and analyzes the influence of Internal Marketing and Organizational Commitment on Employee Performance mediated by Psychological Capital. The study is conducted on employees of a sugar factory (PT. Madubaru) located in Bantul, Yogyakarta, with a sample size of 60 respondents. Data analysis uses quantitative methods of Structural Equation Modeling (SEM). The results show that; (1) Internal Marketing and Organizational Commitment owned by the company have a positive and significant influence on the Psychological Capital of employees who work in a factory. (2) Psychological Capital of company employees positively and significantly influences employee performance in the factory. (3) Psychological Capital on factory employees partially mediate Internal Marketing and Organizational Commitment to Employee Performance working at PT Madubaru, Yogyakarta.

The Role of Ethical Leadership in Psychological Capital and Job Satisfaction of Immigrant Workers: Evidence From the Hotel Industry of Cyprus

The goal of this research is to figure out the moderating act of ethical leadership on the effects of job satisfaction and psychological capital of employees. The Hotel industry in Northern Cyprus has been preferred with this respect. The study was conducted within the appropriate literature. Research-oriented data collection tools designed and used in accordance with the purposes of the research, research questions and hypotheses are surveyed. The findings of the study revealed the moderating role of ethical leadership (EL) on psychological capital (PsyCap) and job satisfaction (JS). It was also found that the participants were on the idea of working under equal conditions adopted via ethical leadership factors. The current study is a new era for the developmental issues of hospitality in terms of management and it is hoped that it will yield basic basements for further studies.

Organizational Justice and Employee Well-being in India: Through a Psychological Lens

This research paper reports the relationship of organizational justice, work engagement, and psychological capital of employees with their well-being. The predictive strength of organizational justice was tested for employee well-being. Along with this, the mediating effect of work engagement and the moderating effect of psychological capital of employees were tested on this relationship. Out of 479 participants who were asked to fill the organizational justice scale, Utrecht work engagement scale, psychological capital questionnaire, and mental health continuum, the data of 458 (269 males and 189 females) were retained after data screening. Regression analyses and structural equation modeling were conducted to test the relationship between the three predictor variables and one criterion variable. Results indicated that all three predictor variables predict well-being significantly. The relationship between organizational justice and employee well-being was completely mediated by work engagement and moderated by psychological capital of employees. The mediation effect of work engagement and the moderation effect of psychological capital on the relationship between organizational justice and employee well-being have not been explored previously. The possibility of self-reporting bias due to the self-report nature of questionnaires used is a major limitation of this study.

Training method and system for stress management and mental health care of managers based on deep learning.

In recent years, with the rapid development of the economy, in order to stabilize in the market and expand their own business, various companies in the form of various indicators, tangible or intangible to improve the management of the work of workers, speed up the pace of work, take up more work time. This article studies its relationship with stress management from the perspective of psychological capital, in order to achieve prior control of work stress from the perspective of individual positive psychological capital, and provide a new perspective for work stress management in the field of human resource management, and at the same time Enterprises and colleges and universities improve the psychological capital of employees and provide new management models. The unreasonable distribution of work even affects the daily life of management workers and aggravates the working pressure of company management workers. The training process of deep learning is actually the process of repeated forward and reverse calculations of the deep neural network based on the provided data. This process can actually be abstracted, and the deep learning framework is designed to accomplish this task. The existence of a deep learning framework allows users not to fully understand the principles and training process of deep neural networks, but can effectively train the models they want. A long time of high mental state tension leads to a variety of physical and psychological discomfort. If the pressure cannot be alleviated and released, this article extends the health collection equipment of the deep learning to households, continuously records the health status of residents through the mobile Internet, and uses the information resources of the regional residents' health file platform to provide residents with health status evaluation, management and guidance, health care consultation, education and education. A series of personal health management services such as health risk factor assessment. The positive emotion index of managers increased from 18 to 27, and the negative emotion index decreased from 29 to 13. The positive emotion was significantly more than the negative emotion, and the emotional situation was improved.

Knowledge sharing in public organizations in Pakistan: leaders’ ethical role and psychological capital of employees

PurposeThis study aims to examine the role of ethical leaders on the knowledge-sharing behavior of public sector employees. Ethical leaders engender knowledge-sharing behavior of employees by influencing their psychological capital.Design/methodology/approachTo explore the mechanism by which ethical leaders shape the knowledge-sharing behavior of employees, cross-sectional self-reported data (n = 339) are collected from employees working at decision-making positions in federal ministries in Pakistan.FindingsAnalysis results indicate that ethical leaders influence public employees to share knowledge with colleagues. Moreover, the mediary role of ethical values, organizational identification and altruism is evident, however, the mediary role of self-efficacy is not evident from results.Practical implicationsThis implies that policymakers should be cognizant of the indirect mechanism by which ethical leaders positively influence the behavior of public employees. This knowledge helps them consider the recruitment, promotion and training of employees, especially the leaders, in line with the required ethical value consideration in public sector organizations.Originality/valueThis research is based on originally collected data from the field.

A Study on the Influence of Perceived Service Climate on Adaptive Performance in Tourism Enterprises—Mediating Effect of Psychological Capital and Role Identity

Adaptive performance is a consideration of employees' adaptability in various aspects, and helps organizations maintain long-term competitive advantages. In order to reveal the influencing factors of adaptive performance, this paper takes the employees of tourism enterprises as the research object and constructs the conceptual model of employees' perceived service climate, psychological capital, role identity and adaptive performance. Through interviews and questionnaires to the employees of tourism enterprises, as well as data analysis using structural equation model, the following conclusions are drawn: (1) The service climate perceived by employees of tourism enterprises has a significant positive impact on the four dimensions of adaptive performance. (2) The psychological capital of employees in tourism enterprises plays a partial mediating role in the influence of perceived service climate on two dimensions of adaptive performance. (3) The role identity of tourism enterprise employees plays a partial mediating role in the influence of perceived service climate on the four dimensions of adaptive performance.

Employees’ perceptions of diversity management practices as predictors of psychological capital: A South African study

Human resource practitioners have recently been interested, especially within large corporations, in diversity management and psychological capital (commonly known as positive psychology) – making the insights from such studies inadequate and difficult to apply in other contexts such as the small business sector. With no known empirical research on these two areas of interest within small businesses, the purpose of this study was to determine the impact of perceptions of diversity management practices on psychological capital amongst employees in bed and breakfast (BB) establishments. A quantitative design, specifically a cross-sectional case study design, was adopted. Data were collected from a sample of 144 BB employees conveniently selected. The collected data were analysed using both descriptive and inferential statistics. The findings of the study showed that there is a significant and positive relationship between perceived diversity management practices and psychological capital of employees. Specifically, perceived diversity management practices in specific human resource management practices were found to influence the psychological capital of the BBs employees. Given the nature of BB establishments, in terms of attracting diverse customers, the study recommends the need of BB managers to implement appropriate and fair human resource diversity management practices in order to promote the development of psychological capital amongst employees. This study is the first of its kind to contribute to the literature on diversity management practices and psychological capital within BB establishments in a developing context.

The relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from Vietnamese small and medium-sized enterprises

PurposeThis study examines the relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from Vietnamese small and medium-sized enterprises.Design/methodology/approachThe method employed in the research is the Structural Equation Modeling (SEM) for testing hypotheses of data collected from a sample of 800 employees working in small and medium-sized enterprises in Vietnam.FindingsThe results show that the task-oriented leadership style has a positive impact on organizational commitment, limits job satisfaction and no obvious association with the psychological capital of employees. Besides, job satisfaction and psychological capital play an important role in the organizational commitment of employees in small and medium-sized enterprises of Vietnam.Originality/valueThis paper aims to shed light on a less fully explored topic for organizational behavior in small and medium-sized enterprises in emerging markets like Vietnam. In contrast to extensive studies on the participative and supportive leader, this study focuses on task-oriented leadership style in the testing and analysis to understand the theory of leadership style, psychological capital, job satisfaction and organizational commitment in emerging markets and provides more knowledge on employee behavior management for companies in Vietnam. This is a unique contribution to the original value of this article.

Organisational and personal predictors of work engagement in India

ABSTRACT The job demands-resource model of work engagement describes how engagement is influenced by various work demands, and the work-related and personal resources of employees. We studied the role of organisational climate, organisational justice and psychological capital of employees in explaining work engagement. At the outset, 212 full-time adults employed at an organisation in Mumbai, India, for at least a year completed a questionnaire which included relevant scales. Organisations from which the sample was drawn represented three types of work sectors. Multiple regression was used with a reduced sample of 195 employees after removing 17 outliers. Results indicated that all three predictor variables explained work engagement significantly with psychological capital as the strongest predictor of work engagement, followed by organisational justice and organisational climate.

Impact of leadership behavior on psychological capital: the mediating role of organizational support

Even though psychological capital has been identified as an important issue in the workplace, little research has focused on it through organizational support. Drawing on leadership theory and conservation of resources theory, this article examines the mediating role of organizational support in the relationship between leadership behavior and psychological capital in insurance companies in Jordan. The questionnaires were distributed randomly. Out of 350 questionnaires, 335 questionnaires were effective for analysis, after analyzing the data using the statistical program SmartPLS version 3.2.6. Based on the theories, a significant impact of organizational support on the relationship between leadership behavior and psychological capital of employees was found. Thus, the study recommended maintaining the interest of senior management in the insurance companies operating in Jordan to identify and educate the managers of these companies in choosing the appropriate leadership behavior in accordance with the company’s data and the circumstances surrounding it at the right time and place.

Psychological Capital of Employees’ Engagement: Moderating Impact of Conflict Management in the Financial Sector of Pakistan

Human capital is the backbone of any business and its behavior reflects how the company would achieve its goals and objectives in its business. This study examines the relationship between psychological capital (PC) and employees’ engagement (EE) with the moderating role of conflict management (CM) in the financial sector of Pakistan. A questionnaire composed of established scales were administered to 278 employees in the financial sector, including various banks, investment companies, real estate companies, insurance companies, and brokerage firms at Islamabad. After determining the reliability, the model was analyzed with the help of correlation and regression. Research indicates that PC positively influences EE. This relationship improves further positively when conflicts are handled effectively. Overall, this effort contributes to the existing literature on the history of worker’s involvement by examining the direct impact of PC and CM on EE and moderation of CM.

The investigation of the impact of positive psychological capital and social capital on intellectual capital (Case Study: Esfahan Municipality)

The present research was aimed to investigate the impact of positive psychological capital and social capital on intellectual capital. Methodology: The statistical population of research are the employees of financial affairs of Esfahan municipality and 475 employees were selected as the sample size and considering that all employees of financial affairs of different areas of Esfahan municipalities are studied and largeness of population, Cochran's formula which had specific population size was used and 214 employees were eventually analyzed as statistical sample and for data collection in this research, standard questionnaires were used. The hypotheses were tested using regression and SPSS software. Results: The present research had 9 hypotheses confirmed after testing them and doing statistical analyses which the results of data analysis showed that the dimensions of positive psychological capital (optimism, hopefulness, resilience and self-efficacy) have positive and significant impact on intellectual capital and the positive and significant impact of the dimensions of psychological capital on social capital were also confirmed. Conclusion: Finally, by devising some measures, the psychological capital of employees should be improved and trained and the organization should have more intellectual capital by these measures.

Gender Differences in Emotional Intelligence, Individual Readiness for Change and Psychological Capital of employees working in startups

Gender Differences in Emotional Intelligence, Individual Readiness for Change and Psychological Capital of employees working in startups

리더의 유머 스타일과 종업원의 긍정심리자본과의 관계에 대한 조직문화의 조절효과 : 아웃바운드 텔레마케팅 기업을 중심으로

리더의 유머 스타일과 종업원의 긍정심리자본과의 관계에 대한 조직문화의 조절효과 : 아웃바운드 텔레마케팅 기업을 중심으로

The Intermediate Effect of Psychological Capital Between Culture and Performance

As the soft power of enterprises, the impact of corporate culture on employee performance and its intrinsic psychological mechanism has been paid close attention to by researchers. Based on the existing research, this paper discusses the impact of corporate culture on the psychological capital of employees and the intermediate role of psychological capital between corporate culture and job performance. 377 employees of a large state-owned petrochemical enterprise were investigated. The results show that: 1) the corporate culture has a significant positive impact on the dimensions of psychological capital (self-efficacy, optimism, hope, resilience) and work performance; 2) psychological capital take a part of the intermediary effect between the corporate culture and work performance. The results of this study have some implications for the management practice of using corporate cultural influence to promote employees’ psychological capital and improve performances.

The Effect of the Psychological Capital and Personality Characteristics of Employees on Their Organizational Commitment and Contribution to the Work: A Qualitative Research on Managers

This study reveals the views and thoughts of managers regarding the employees’ psychological capital, personality characteristics and organizational commitment and their contribution to the work. A qualitative research was conducted in order to reveal the views and thoughts of the managers of a furniture accessories manufacturing company regarding the concepts in question using the in-depth interview method. The data obtained from the interviews were evaluated and interpreted by being subjected to the content analysis.According to the findings of the research, managers believe that both the psychological capital and personality characteristics of employees contribute significantly to the work and the enterprise, and these characteristics also have effects on the organizational commitment of employees.

The relationship between psychological capital and emotional labor behaviors of employee in tourism sector

Emotional labor behavior is defined as making design of own emotional properties of employees, so as to be in favor of the organization, who often are together with and interacting with their customers as a part of their job. Psychological capital that has been suggested based on the concepts of psychology and positive organizational behavior, focuses on the positive strengths of employees, and provides a competitive advantage against their competitors, keeping positivity in its center. As in many sectors, especially employees in laborintensive sectors such as tourism, have a vital importance for their organizations, and the effective use of this resource will also bring along a competitive advantage. Increasing the efficiency and productivity of this resource will also be possible with identification and empowerment of the employees' psychological capital and their emotional labor. The goal of this study is to determine the relationships between the emotional labors and psychological capital of employees in the tourism sector, and also to determine whether or not they differ according to demographic factors. For this purpose, the questionnaire prepared by using the literature was conducted on the employees of a hotel enterprise operating in the Gulf region of Balikesir province. The data obtained from the questionnaire were statistically analysed, and the results were evaluated.