Do psychological capital and work engagement foster frontline employees’ satisfaction?

2015 ◽  
Vol 27 (6) ◽  
pp. 1254-1278 ◽  
Author(s):  
Osman M. Karatepe ◽  
Georgiana Karadas
Keyword(s):  
Life Satisfaction ◽  
Conceptual Model ◽  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Psychological Capital ◽  
Time Lag ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type

Purpose – This paper aims to develop and test a conceptual model that investigates the effect of psychological capital on job, career and life satisfaction, mediated by work engagement, drawing from the conservation of resources theory and the motivational process of the job demands-resources model. Design/methodology/approach – Based on data gathered from frontline employees in the international five- and four-star chain hotels with a time lag of two weeks in three waves in Romania, the relationships in the conceptual model were gauged through structural equation modeling. Self-efficacy, hope, optimism and resilience were treated as the indicators of psychological capital. Findings – The results suggest that optimism appears to be the best indicator of psychological capital, followed by resilience, self-efficacy and hope. Employees with high psychological capital are engaged in their work at elevated levels. Employees high in psychological capital are more satisfied with their job, career and life. The results reported in this study further suggest that psychological capital boosts work engagement that in turn leads to job, career and life satisfaction. Practical implications – The presence of rigorous selective staffing enables management to select a pool of employees high in psychological capital and work engagement. Inviting applicants to fill out an online questionnaire to identify their knowledge and skills and then using specific experiential exercises or short case studies to understand their tactics for handling service encounters can serve this purpose. Management can utilize the psychological capital questionnaire during and after the selection process. The availability of a resourceful work environment where there are training, empowerment, rewards and career opportunities is likely to stimulate employees’ positive emotions that in turn relate to psychological capital. Originality/value – Very little is known about psychological capital in the hospitality management literature. Therefore, this paper fills in this void by linking psychological capital to employees’ job, career and life satisfaction through work engagement.

How transformational leadership facilitates innovation capability: the mediating role of employees' psychological capital

2020 ◽  
Vol 41 (4) ◽  
pp. 481-499 ◽  
Author(s):  
Hui Lei ◽  
Lathong Leaungkhamma ◽  
Phong Ba Le
Keyword(s):  
Transformational Leadership ◽  
Self Efficacy ◽  
Structural Equation ◽  
Psychological Capital ◽  
Working Environment ◽  
Equation Modeling ◽  
Innovation Capability ◽  
Content Type ◽  
Mediating Role

PurposeThis paper aims to investigate the effects of transformational leadership on individuals and organization’s innovation capability via the mediating role of employees' positive psychological capital (Psy-Cap) namely self-efficacy and optimism.Design/methodology/approachStructural equation modeling (SEM) is used to test proposal hypotheses through the empirical data collected from 330 participants at 90 firms in Vietnam.FindingsThe research findings revealed that self-efficacy and optimism significantly mediate the relationship between transformational leadership and innovation capabilities. In addition, self-efficacy has a greater impact on innovation capabilities compared with the effect of optimism.Practical implicationsThe findings highlight the important role of practicing transformational leadership style to nurture and foster both employees' positive psychology sources and firms' innovation capability.Originality/valueThe paper has significantly advanced and deepened our understanding of how transformational leaders connect with employees to nurture and develop one of the most special aspects of human resource in contemporary working environment called employees' positive Psy-Cap for stimulating firm's innovation capabilities.

Work engagement, organizational embeddedness, and life satisfaction among frontline employees of star-rated hotels in Ghana

2021 ◽  
pp. 146735842110403
Author(s):  
Emmanuel Twumasi Ampofo ◽  
Joseph Owusu ◽  
Rosemary Boateng Coffie ◽  
Felicity Asiedu-Appiah
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Satisfaction With Life ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Mediating Role ◽  
Organizational Embeddedness ◽  
The Relationship

To expand the literature on embeddedness and life satisfaction, the present study examines the mediating role of work engagement in the relationship between organizational embeddedness and life satisfaction among hotel employees in Ghana. Multi-wave data were conveniently collected from 274 employees working as full timers in selected rated hotels in Accra. Structural equation modeling results demonstrated that organizational embeddedness positively influenced life satisfaction and links positively affected life satisfaction. Moreover, work engagement mediated the organizational embeddedness-life satisfaction nexus. Lastly, the results showed that work engagement mediated the effects of link and fit on life satisfaction. Managers of hotels should provide employees who offer frontline services with several important organizational resources such as fit and links to enhance their work engagement and therefore augment their satisfaction with life.

Motivate to innovate

2018 ◽  
Vol 30 (2) ◽  
pp. 776-796 ◽  
Author(s):  
Markus Schuckert ◽  
Taegoo Terry Kim ◽  
Soyon Paek ◽  
Gyehee Lee
Keyword(s):  
Leadership Development ◽  
Structural Equation ◽  
Time Lag ◽  
Equation Modeling ◽  
Full Time ◽  
Frontline Employees ◽  
Content Type ◽  
Performance Variables ◽  
And Performance ◽  
Using Data

Purpose This study aims to empirically test a research model investigating the effects of authentic leadership (AL) and transformational leadership (TL) on follower service innovation behavior (SIB) with follower psychological capital (PsyCap) as a partial mediator. Design/methodology/approach Using data from a sample of 336 full-time frontline employees across 15 five-star hotels in Seoul, South Korea, over a time lag of one month, hypothesized relationships were analyzed with structural equation modeling. Findings The results suggest that AL has a greater effect on follower PsyCap and SIB than TL. In examining the role of PsyCap as a partial mediator, the results support the hypotheses that AL and TL trigger follower SIB directly but at the same time boost follower PsyCap, thus enhancing follower SIB. Practical implications The greater impact of AL on follower PsyCap and SIB suggests that the practice of corporate human resource management should place an emphasis on AL traits in leadership development. This study offers a useful perspective on the development of follower PsyCap and SIB by linking leadership traits. Originality/value By discussing AL and TL together within a single research framework, the study extends organizational psychology research by linking TL and AL to two important organizational psychological and performance variables, and exploring their comparative effects.

scholarly journals The effects of supervisor support and self-efficacy on call center employees’ work engagement and quitting intentions

2019 ◽  
Vol 40 (4) ◽  
pp. 688-703 ◽  
Author(s):  
Siti Nur Hidayah Ibrahim ◽  
Choo Ling Suan ◽  
Osman M. Karatepe
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Call Center ◽  
Structural Equation ◽  
Design Methodology ◽  
Supervisor Support ◽  
Equation Modeling ◽  
Content Type ◽  
Call Center Employees ◽  
The Relationship

Purpose The purpose of this paper is to investigate work engagement as a mediator of the impacts of supervisor support and self-efficacy on quitting intentions, and examine self-efficacy as a mediator between supervisor support and work engagement. Design/methodology/approach Data were collected from 177 call center employees in Malaysia. The aforesaid linkages were tested through structural equation modeling. Findings As hypothesized, self-efficacy mediates the relationship between supervisor support and work engagement, while work engagement mediates the impacts of supervisor support and self-efficacy on quitting intentions. Originality/value Though work engagement is on the decline and employee turnover is on the rise, no attention has been given to investigating the impacts of supervisor support and self-efficacy simultaneously on call center employees’ work engagement and quitting intentions so far. Therefore, the study aims to fill in this void.

The effects of psychological capital and work engagement on nurses’ lateness attitude and turnover intentions

2017 ◽  
Vol 36 (8) ◽  
pp. 1029-1039 ◽  
Author(s):  
Osman M. Karatepe ◽  
Turgay Avci
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Underlying Mechanism ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Content Type ◽  
Northern Cyprus ◽  
Using Data

Purpose The purpose of this paper is to investigate work engagement (WE) as a mediator of the influence of psychological capital (PsyCap) on lateness attitude and turnover intentions. It also examines lateness attitude as a mediator between WE and turnover intentions. Design/methodology/approach Structural equation modeling was employed to gauge the relationships using data gathered from nurses in public hospitals in Northern Cyprus. Findings The results underscore the role WE plays as a mediator between PsyCap and the previously stated outcomes. The results also highlight the role lateness attitude plays as a mediator in the relationship between WE and turnover intentions. Originality/value What is known about the effects of PsyCap and WE on nurses’ lateness attitude and turnover intentions is scarce. There is also limited empirical evidence regarding the underlying mechanism linking PsyCap to lateness attitude and turnover intentions.

scholarly journals Test of a mediation model of psychological capital among hotel salespeople

2017 ◽  
Vol 29 (8) ◽  
pp. 2178-2197 ◽  
Author(s):  
Mona Bouzari ◽  
Osman M. Karatepe
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Psychological Capital ◽  
Time Lag ◽  
Organizational Citizenship Behaviors ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Service Oriented

Purpose This paper aims to propose and test a research model that examines psychological capital as a mediator of the effect of servant leadership on lateness attitude, intention to remain with the organization, service–sales ambidexterity and service-oriented organizational citizenship behaviors. Design/methodology/approach Data were gathered from hotel salespeople using a three-wave design with a two-week time lag between each wave in Iran. In total, 26 supervisors assessed salespeople’s service-oriented organizational citizenship behaviors. Structural equation modeling was used in the assessment of the direct and mediating effects. Findings The findings reveal that psychological capital functions as a full mediator of the influence of servant leadership on the aforementioned outcomes. Specifically, servant leadership fosters salespeople’s psychological capital. Such employees in turn display reduced lateness attitude and express an increased intent to remain with the organization. They also have favorable perceptions of service–sales ambidexterity and exhibit service-oriented organizational citizenship behaviors at elevated levels. Practical implications Top management of hotels should be committed to the philosophy of servant leadership because salespeople under the umbrella of this leadership style are high on psychological capital. Under these circumstances, such employees can exhibit service–sales ambidexterity by contributing to delivery of exceptional service and enhancing customer satisfaction. They can also contribute to the organization’s competitive advantage via service-oriented organizational citizenship behaviors. Originality/value This study makes a significant contribution to the extant hospitality research by testing psychological capital as a mediator between servant leadership and the previously mentioned consequences.

The role of psychological capital in employee creativity

2019 ◽  
Vol 24 (5) ◽  
pp. 420-437 ◽  
Author(s):  
Xiaofen Yu ◽  
Donghua Li ◽  
Chia-Han Tsai ◽  
Chunhsien Wang
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Psychological Capital ◽  
Theoretical Development ◽  
Equation Modeling ◽  
Employee Creativity ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effect

Purpose The purpose of this paper is to examine the roles of four distinct but related aspects of psychological capital – optimism, hope, self-efficacy and resilience – in facilitating employee creativity. Drawing on the psychological capital perspective and the creativity literature, we propose that optimism and hope increase employee self-efficacy and resilience, which benefits employee creativity. Moreover, the authors hypothesize that self-efficacy and resilience have mediating roles in the psychological capital context, which, in turn, has a positive effect on individual employees’ creativity. Design/methodology/approach Data were obtained from a survey of multiple manufacturing firms on individual employee psychological capital and creativity. Structural equation modeling was used to test the hypotheses regarding psychological capital and creativity in a sample of 468 individual employees. Findings The results provide evidence that only resilience plays a mediating role between optimism and hope and employee creativity. The authors found that psychological capital is positively related to employee creativity. Practical implications These findings provide guidance for understanding how to better address the psychological capital that contributes to employee creativity in the workplace. Specifically, this study provides a rationale for facilitating the development of employee creativity by exposing the effect and path of psychological capital. Originality/value This study is the first to examine the antecedents and mediating role of four distinct yet correlated dimensions of psychological capital on employee creativity. The findings of this study contribute to the theoretical development of a conceptual model that investigates the black box of the four aspects of psychological capital and creativity.

Psychological capital, organizational justice and health

2019 ◽  
Vol 49 (1) ◽  
pp. 87-103 ◽  
Author(s):  
Daria Lupsa ◽  
Loreni Baciu ◽  
Delia Virga
Keyword(s):  
Organizational Justice ◽  
Social Workers ◽  
Work Engagement ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Optimum Level ◽  
Conservation Of Resources ◽  
Content Type ◽  
The Relationship

Purpose This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. The paper aims to discuss this issue. Design/methodology/approach A sample of 193 Romanian social workers (87.60 percent women) from the national network was used to test two structural models. Findings Structural equation modeling analysis revealed that work engagement partially mediates the relationship between PsyCap and health, and work engagement totally mediates the relationship between organizational justice and health. Research limitations/implications The results emphasize the role of resources, PsyCap and organizational justice, in protecting the social workers’ health. Practical implications These findings support the necessity of combined evidence-based programs to develop social worker’s PsyCap and to maintain the optimum level of perceived organizational justice. These intervention programs can, in turn, enhance the work engagement and protect the health of employees in the workplace. Originality/value This study indicates a novel conceptual model that has two simultaneous predictors of work engagement and health. It provides insights into how contextual resources (organizational justice) potentiate the effect of personal resources (PsyCap) in enhancing health.

Perceived employability of Hong Kong employees: its antecedents, moderator and outcomes

2017 ◽  
Vol 46 (1) ◽  
pp. 17-35 ◽  
Author(s):  
Hang-yue Ngo ◽  
Huimin Liu ◽  
Francis Cheung
Keyword(s):  
Job Satisfaction ◽  
Hong Kong ◽  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Employee Outcomes ◽  
Content Type ◽  
Perceived Employability

Purpose The purpose of this paper is to develop and test a model that investigates volition and self-efficacy as antecedents, and work engagement and job satisfaction as outcomes of perceived employability. It also evaluates the moderating role of job insecurity on the relationships between perceived employability and the two employee outcomes. Design/methodology/approach The data were collected via a random sampling survey on living conditions of Hong Kong citizens in 2014. The final sample consists of 414 Chinese working adults. The authors employ structural equation modeling and moderated regression analysis to test the hypotheses. Findings Results show that volition and self-efficacy are positively related to perceived employability, and perceived employability in turn positively relates to work engagement and job satisfaction. Besides, perceived employability fully mediates the effect of volition and partially mediates the effect of self-efficacy, on the two outcome variables. The authors also find that job insecurity acts as a significant moderator on the relationships between perceived employability and the outcomes. Research limitations/implications Limitations of this study include self-reported data, cross-sectional research design, and selected respondents with a large proportion of recent immigrants. By delineating the process through which perceived employability affects employees’ work engagement and job satisfaction, this study provides some implications for research and practice. Originality/value This study introduces a conceptual model that includes both antecedents and consequences of perceived employability. It examines the relationships among volition, perceived employability, and work engagement, which has not been studied before. By identifying job insecurity as an important moderator, it reveals a boundary condition of perceived employability on employee outcomes.

Job crafting, workplace civility and work outcomes: the mediating role of work engagement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anuj Gupta ◽  
Pankaj Singh
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Cost Effective ◽  
Job Crafting ◽  
Intention To Quit ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
General Life Satisfaction ◽  
Workplace Civility

Purpose The antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit. Design/methodology/approach Hypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys. Findings Results confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes. Research limitations/implications The results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes. Originality/value This study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

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