Organizational preparedness for corporate entrepreneurship and psychological capital: does the managerial level matter?

2019 ◽  
Vol 27 (3) ◽  
pp. 359-376 ◽  
Author(s):  
Hulkar Suvonova ◽  
Ju-yeon Lee ◽  
Taekyung Park
Keyword(s):  
Psychological Capital ◽  
Corporate Entrepreneurship ◽  
Managerial Level ◽  
Organizational Preparedness

Assessing a Measurement of Organizational Preparedness for Corporate Entrepreneurship

2013 ◽  
Vol 30 (5) ◽  
pp. 937-955 ◽  
Author(s):  
Jeffrey S. Hornsby ◽  
Donald F. Kuratko ◽  
Daniel T. Holt ◽  
William J. Wales
Keyword(s):  
Corporate Entrepreneurship ◽  
Organizational Preparedness

scholarly journals THE IMPACT OF STRENGTHS USE IN THE WORKPLACE TO THE DEVELOPMENT OF POSITIVE PSYCHOLOGICAL CAPITAL (PSYCAP)

2017 ◽  
Vol 8 (2) ◽  
Author(s):  
Wahyu T Setyobudi
Keyword(s):  
Organizational Behavior ◽  
Psychological Capital ◽  
Correlation Coefficients ◽  
Positive Organizational Behavior ◽  
Managerial Implication ◽  
Strengths Use ◽  
Managerial Level ◽  
The Impact ◽  
The Relationship ◽  
Positive Significant Correlation

The positive psychology and positive organizational behavior approach has grown rapidly in the last decade. This research was designed to find the relationship between strengths use and psychological capital (PsyCap). Survey questionnaires are administered to Indonesian employee, most of them in managerial level. After that, several simple regression procedures are performed. The main finding is that the strengths used among Indonesian manager is low. The low score can be attributable to the mindset dimension of strengths use. Other finding is that, although have a positive significant correlation coefficients with PsyCap, the strengths use in the workplace is a weak predictor of PsyCap. Some discussions about the findings and managerial implication is presented.

Corporate Entrepreneurship

2003 ◽  
Author(s):  
Vijay Sathe ◽  
Peter F. Drucker
Keyword(s):  
Corporate Entrepreneurship

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

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