scholarly journals Nurturing individual job performance through psychological capital power

2021 ◽  
Vol 14 (1) ◽  
pp. 27-45
Author(s):  
Gus Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo ◽  
Yuni Candra
Keyword(s):  
Job Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Psychological Capital ◽  
Individual Performance ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Empowering Leadership ◽  
The Relationship

The overarching objectives of this inquiry are twofold: first, to investigate the relationship between proactive personality, empowering leadership, and individual job performance; second, to examine the mediating role of psychological capital on the relationship between empowering leadership and an individual's job performance. The sample consists of 215 entrepreneurs of Minang migrants in Purwokerto-Central Java, Indonesia. The Minangnese is an ethnic group in Indonesia with a high success rate of entrepreneurs, and hence there is a stigma in the society that the Minang tribe was born to be entrepreneurs. Despite the abundant literature on entrepreneurship, few have focused on the leadership style of specific ethnicities in doing business. The burgeoning popularity of entrepreneurship theory has attracted academic attention. Scholars attempt to enhance the entrepreneurship literature from various perspectives, one of which is a cultural value. Moreover, little discussion on the role of psychological capital in nurturing individual job performance is the primary motive behind the study. Data were collected using a questionnaire and analysis with Structural Equation Modeling (SEM). The results proactive personality positively influences empowering leadership. Likewise, empowering leadership determines both psychological capital and individual job performance. The study also supported the view that psychological capital mediates the relationship between empowering leadership and individual performance. The theoretical implication of this research is that psychological capital is important in building individual characters who respond to difficult conditions, so that psychological capital is a competency in improving individual performance.

PSYCHOLOGICAL CAPITAL AS A MEDIATION, RELATIONSHIP BETWEEN EMPOWERING LEADERSHIP , TRANSFORMATIONAL LEADERSHIP BEHAVIOR, PROACTIVE PERSONALITY TO INDIVIDUAL JOB PERFORMANCE

2019 ◽  
Vol 4 (3) ◽  
pp. 492 ◽  
Author(s):  
Gus Andri Andri ◽  
Wiwiek Rabiatul Adawiyah ◽  
Ratno Purnomo
Keyword(s):  
Transformational Leadership ◽  
Job Performance ◽  
Structural Equation ◽  
Psychological Capital ◽  
Leadership Behavior ◽  
Hypothesis Test ◽  
Individual Performance ◽  
Proactive Personality ◽  
Empowering Leadership ◽  
The Relationship

<p><span lang="EN-US">This study aims at examine is the moderating role of psychological capital on the relationship, empowering leadership, transformational leadership behavior, and proactive personality toward individual job performance. The samples are 215 respondents using questionaire. The respondents are Minang migrant entrepeneurs in Purwokerto-Central Java. Data analysis using Structural Equation Model (SEM). The result of this study shows that the first hypothesis test, the influence of empowering leadership toward employee’s proactive personality. The second hypothesis test, the influence of transformational leadership behavior toward Employee’s proactive personality. The third hypothesis, the influence of employee’s proactive personality toward psychological capital. Based on Sobel Test, psychological capital mediates the relationship between employee’s proactive personality and individual performance </span></p><p><span lang="EN-US"><br /></span></p><p><span lang="EN-US"><em>Tujuan Penelitian ini dilakukan adalah untuk menguji apakah variabel modal psikologis sebagai variabel mediasi mempengaruhi hubungan antara kepemimpinan yang memberdayakan, kepemimpinan transformasional, dan kepribadian proaktif terhadap kinerja individu. Penelitian ini mengambil sampel sebanyak 215 responden dengan menggunakan kuesioner. Responden adalah pengusaha Perantau Minang di Purwokerto-Jawatengah. Fonemena gab yang terjadi kesenjangan   kepemimpinan perantau Minang yang tergabung dalam Ikatan keluarga Minang dibandingkan dengan suku lainnya dalam membangun kewirausahaan di Purwokerto-Jawatengah. Permasalaha penelitian yang ditemukan adalah terbatasnya pembahasan modal psikologi kewirausahaan, sehingga faktor yang mendorong individu secara psikologis dan proaktif dalam keberhasilann kinerja semakin rendah.</em> <em>Analisis data menggunakan model persamaan struktural (SEM). Hasil penelitian menunjukkan hipotesis pertama, adanya pengaruh pemberdayaan kepemimpinan terhadap kepribadian proaktif individu.  Hipotesis dua, adanya pengaruh kepemimpinan transformasional terhadap kepribadian proaktif individu. Hipotesis tiga, adanya pengaruh kepribadian proaktif individu terhadap modal psikologis. Dan pada hipotesis   empat, pengaruh modal psikologis memediasi hubungan antara kepribadian proaktif individu dengan kinerja individu, berdasarkan hasil uji sobel, maka nilai </em><em>3,62 Sobel test; p &lt;0.0012).</em></span></p>

Family support and entrepreneurial passion: The mediating role of entrepreneurs' psychological capital

2021 ◽  
Vol 49 (3) ◽  
pp. 1-15
Author(s):  
Jian-Li Gao ◽  
Dong-Sheng Li ◽  
Mary-Louise Conway
Keyword(s):  
Family Support ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Mediating Role ◽  
Entrepreneurial Passion ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Entrepreneurial passion is seen as a valuable predictor of entrepreneurs' behavior and performance. We explored what makes entrepreneurs passionate by adopting a qualitative research method from a social support perspective. To test our hypotheses we conducted a survey with 287 young entrepreneurs in China. Using structural equation modeling we studied the impact of three types of support from the family on entrepreneurial passion. The results show that financial support and social capital support had a stronger influence on entrepreneurial passion than did emotional support. Further, psychological capital played a partial mediating role in the relationship between family support and entrepreneurial passion. This study enhances the integrity of previous research conclusions on entrepreneurial passion and, in particular, provides further insight into the development of nascent entrepreneurs and their new businesses.

The Mediating Effect of Psychological Capital on the Budget Participation-Job Performance Relationship

2012 ◽  
Vol 24 (1) ◽  
pp. 159-175 ◽  
Author(s):  
Roopa Venkatesh ◽  
Jennifer Blaskovich
Keyword(s):  
Job Performance ◽  
Organizational Behavior ◽  
Structural Equation ◽  
Psychological Capital ◽  
The United States ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Setting Process ◽  
Positive State

ABSTRACT This study draws from the literature in positive psychology and organizational behavior to examine the role of an individual's psychological capital (PsyCap) on the budget participation-job performance relationship. PsyCap is an emerging construct that represents an individual's positive state of psychological development, and is characterized by the individual's hope, efficacy, optimism, and resiliency. We surveyed 109 employees working in organizations across the United States who are actively involved in the budget-setting process or have budgetary responsibilities. The results of a mediation analysis show that budget participation is significantly and positively associated with employees' levels of PsyCap, which is in turn significantly and positively associated with higher levels of job performance. Supplemental analysis using a structural equation modeling technique also supported the hypotheses of this study.

scholarly journals The Relationship between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and The Mediating Role of Organizational Commitment

2021 ◽  
Vol 14 (2) ◽  
pp. 102
Author(s):  
Windu Astuti ◽  
Lia Amalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Capital ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Sample Technique ◽  
The Relationship

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

scholarly journals ADHD and its Effects on Job Performance: A Moderated Mediation Model

2020 ◽  
Vol 4 (1) ◽  
pp. 1-25
Author(s):  
Ernesto Rosario-Hernández ◽  
Lillian Rovira-Millán
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Productive Work ◽  
The Relationship

The purpose of the present study was to examine the effects of ADHD on job performance and the possible me-diating role of work engagement and moderating role of gender. Hypotheses testing were performed using structural equation modeling base on PLS-SEM approach applied to a sample of 448 employees from different organizations in Puerto Rico. The results shown that ADHD has a direct effect on task performance and counter-productive work behaviors, but none on organizational citizenship behaviors. Meanwhile, the relationship be-tween ADHD and task performance/organizational citizenship behavior were mediated by work engagement. On the other hand, gender moderated the relationship between ADHD and counterproductive work behaviors on which males were more strongly to show counter-productive work behaviors under high levels of ADHD than females. Findings are discussed in the light of their theoretical and practical implications for future studies.

How self-sacrificial leadership influences employee voice: Psychological safety as a mediator

2020 ◽  
Vol 48 (12) ◽  
pp. 1-8
Author(s):  
Jie Zhang ◽  
Jun Li ◽  
Jiaxin Huang
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Psychological Safety ◽  
Master Of Business Administration ◽  
Employee Voice ◽  
Equation Modeling ◽  
Mediating Role ◽  
Business Administration Students ◽  
The Relationship

This research investigated the mediating role of psychological safety in the relationship between self-sacrificial leadership and employee voice. We used a two-wave survey to collect data from a sample of 329 Master of Business Administration students at two universities in North China. Data were analyzed using structural equation modeling. Results show that self-sacrificial leadership had a direct positive effect on employee voice, and psychological safety partially mediated this relationship. Our findings expand the literature on the self-sacrificial leadership–employee voice link, and highlight the importance of the role of psychological safety. This study has practical implications for managers seeking to develop a self-sacrificial leadership style to encourage employees to express constructive opinions about workrelated issues.

scholarly journals The Role of Psychological Capital and Leader Member-Exchange on Participatory Budgeting and Managerial Performance

2021 ◽  
Vol 36 (1) ◽  
Author(s):  
Bartolomeus Galih Visnhu Pradana
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Participatory Budgeting ◽  
Managerial Performance ◽  
Member Exchange ◽  
Survey Results ◽  
The Relationship

<p>The competition is increasingly competitive in the world of education, particularly in this uncertain situation, it encourages every agency to plan, control, and determine the right policies. This study aims to explain the overall relationship between participatory budgeting and managerial performance by including Psychological Capital as an intervening variable and Leader Member Exchange as a moderating variable. The method used was a mixed method with a parallel convergent approach, it is conducted to produce more comprehensive facts. The method of data analysis and hypothesis testing used was Structural Equation Modeling. The survey results of 161 managerial positions in private high schools in DIY indicated that budget participation was directly related to managerial performance. Psychological capital was found to partially mediate the relationship between participatory budgeting and managerial performance. Then, the higher relationship between superiors and subordinates will increase the relationship between participatory budgeting and managerial performance. The survey results were also supported by the results of interviews with informants. This research contributes to the formation of employee of psychological capital and the implementation of leadership style as an important factor in influencing performance.</p>

scholarly journals Does Emotional Intelligence, Psychological Capital and Proactive Personality predict Job Performance?

2018 ◽  
Vol 2 (3) ◽  
pp. 77-80
Author(s):  
Munazza Zahra ◽  
Daisy Mui Kee Hung
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Work Engagement ◽  
Psychological Capital ◽  
Proactive Personality ◽  
Mediating Role ◽  
Human Element ◽  
Overall Performance ◽  
The Relationship

With the emergence of latest technologies, manual and routine asks have been changed, ultimately it is the human abilities that will make the organizations successful as human element can never be denied. That is why organizations are concerned about the performance of their employees since their job performance directly affects the overall performance of the organization. Thus current study is proposing predictors that can enhance job performance of the employees. Taking clues from past researches, current research proposed a conceptual framework connecting three independent variables i.e. emotional intelligence, psychological capital and proactive personality to the dependent variable job performance. It has also been proposed that the relationship between aforementioned variables will consider to be more complete with the mediating role of work engagement, hence work engagement is proposed as  mediator.

scholarly journals Can Empowering Leaders Affect Subordinates’ Well-Being and Careers Because They Encourage Subordinates’ Job Crafting Behaviors?

2017 ◽  
Vol 25 (2) ◽  
pp. 184-196 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Well Being ◽  
Proactive Personality ◽  
Job Crafting ◽  
Equation Modeling ◽  
Full Time ◽  
Empowering Leadership ◽  
Time Points

This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job crafting behaviors even after controlling for proactive personality. Job crafting resulted in lower levels of physical and depressive symptoms and higher levels of career satisfaction and commitment. Together, these findings highlight the role of empowering leadership in encouraging and facilitating job crafting behaviors of employees, which in turn leads to subjective career success as well as physical and psychological well-being.

scholarly journals Mediating Role of Psychological Capital in Explaining the Relationship between Job Stressors and Burnout among Employees of Hamadan University of Medical Sciences

2020 ◽  
pp. 158-164
Keyword(s):  
Structural Equation ◽  
Psychological Capital ◽  
Maslach Burnout Inventory ◽  
Equation Modeling ◽  
Medical Sciences ◽  
Job Stressors ◽  
Cross Sectional ◽  
Mediating Role ◽  
The Relationship

Introduction and objectives: Job stress is recognized as one of the leading causes of burnout. Psychological capital is another critical factor which is directly linked to burnout. Therefore, the present study aimed to model burnout based on job stressors with the mediating role of psychological capital among employees of Hamadan University of Medical Sciences. Methods: This cross-sectional descriptive-analytical study was conducted on 378 non-faculty members of Hamadan University of Medical Sciences in 2019. The data were collected using the Maslach Burnout Inventory, Health, and Safety Executive (HSE) Stress Questionnaire, and the Psychological Capital Questionnaire developed by Luthans. To evaluate the relationship among variables, Structural Equation Modeling (SEM) was used in AMOS software (version 24). Results: The components of job stressors had a positive and significant correlation with all three components of burnout (P<0.05). The measurement model with the collected data had an acceptable fitness(x2/df=3.56, CFI=0.932, AGFI=0.870, GFI=0.915, and Root Mean Square Error of Approximation (RMSEA)=0.081). Psychological capital positively and significantly mediated the relationship between job stressors and burnout in employees of the University of Medical Sciences (P<0.05). The sum of squares of multiple correlations for burnout variable was obtained at 0.52. This finding indicates that job stressors and psychological capital explain 52% of burnout variance. Conclusion: Due to the harmful effects of burnout on employees, it is suggested that authorities take measures to reduce stressors, such as psychological and physical needs of the workplace, lack of support, lack of job security, and psychological capital.

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