scholarly journals Too-Much-Of-A-Good-Thing Effect of External Resource Investment—A Study on the Moderating Effect of Psychological Capital on the Contribution of Social Support to Work Engagement

2020 ◽  
Vol 17 (2) ◽  
pp. 437 ◽  
Author(s):  
Yiheng Xi ◽  
Yangyang Xu ◽  
Ying Wang
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Psychological Capital ◽  
Self Determination Theory ◽  
Moderating Effect ◽  
Hierarchical Regression ◽  
External Resource ◽  
The Individual ◽  
Resource Support ◽  
The Relationship

Built on the job demands-resources model (JD-R) and self-determination theory, the present research proposed that the relationship between work resources (social support) and employees’ work engagement takes on an inverted U-shaped curve, and presents a model of the moderation of personal resources (psychological capital) on the relationship. The hypotheses were tested by hierarchical regression analysis and path analysis with 535 surveys collected in 19 enterprises. The findings demonstrated an inverted U-shaped curve relationship between enterprises’ social support and employees’ work engagement and further suggested that the predicting effect of social support on work engagement is influenced by employees’ psychological capital, that is to say, the transformation from social support to work engagement bears higher efficiency in employees with high psychological capital than in those with low psychological capital. However, psychological capital fails to display a moderating effect on the curve relationship between social support and work engagement. The present study, casting doubt on the assumption that enterprise supply must meet the needs of employees, argued that the effectiveness of enterprises’ resource support is influenced by the individual needs of employees.

scholarly journals The effect of job overload on job burnout

2013 ◽  
Vol 26 (2) ◽  
pp. 317-340
Author(s):  
HyungJu Kim ◽  
TaeYong Yoo
Keyword(s):  
Social Support ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Environmental Variable ◽  
Moderating Effect ◽  
Job Burnout ◽  
Mediation Effect ◽  
Future Research ◽  
Positive Psychological Capital ◽  
The Relationship

The first purpose of this study was to examine the effect of job overload on job burnout through a mediating variable of positive psychological capital. And the second purpose was to examine the moderating effect of social support as an environmental variable and personality(emotional stability and extraversion) as a personal variable on the relationship between job overload and positive psychological capital. Data were gathered from 312 employees who were working in various organizations in Korea. As results, job overload had negative relationship with positive psychological capital and positive relationship with job burnout. Positive psychological capital had mediation effect on the relationship between job overload and job burnout. And social support had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when social support was high than low. Also the extraversion had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when extraversion was high than low. Finally the implications for research and practice, limitations, and future research tasks were discussed.

scholarly journals The role of psychological capital in the relationship between authentic leadership and work engagement

2018 ◽  
Vol 16 ◽  
Author(s):  
Marieta Du Plessis ◽  
Adre B. Boshoff
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Healthcare Organisation ◽  
Managerial Implications ◽  
Value Add ◽  
The Individual ◽  
High Level ◽  
The Relationship

Orientation: The focus on positive psychology in the workplace includes interest in engagement of employees and the conditions and/or characteristics that explain variance in engagement levels.Research purpose: Psychological capital (PsyCap) can be used as a substitute or enhancer for leadership in the development of work engagement in cases where the individual has a high level of PsyCap.Motivation for the study: With work engagement becoming increasingly critical to the competitiveness of today’s organisations, there is a need to better understand the role of leadership and psychological strengths that support work engagement among employees.Research approach/design and method: In the quantitative study (on the responses of 647 managers from a national private healthcare organisation), the mediating and moderating role of psychological capital (PsyCap) on the relationship between authentic leadership and work engagement was tested.Main findings: Psychological capital partially mediated the relationship between authentic leadership and work engagement. Similarly, PsyCap was also a moderator of the relationship, although the main effects remained significant.Practical/managerial implications: Organisations and leaders should focus on developing a high level of PsyCap within their followers in order to retain high levels of work engagement.Contribution/value-add: The role of PsyCap in the leadership–engagement relationship indicates that individuals can draw from their PsyCap to improve work engagement.

Investigating internships

2019 ◽  
Vol 27 (4) ◽  
pp. 27-30
Keyword(s):  
Work Engagement ◽  
Self Determination Theory ◽  
Need Satisfaction ◽  
Self Determination ◽  
Content Type ◽  
Motivational Process ◽  
Pertinent Information ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This article investigates internships within organizations and how to increase their effectiveness. The motivational process is investigated, using pairs of interns and their supervisors. The relationship between job resources, basic need satisfaction, work engagement and outcomes/performance are investigated. The results from the study also confirm that job demands-resources theory can work in combination with self-determination theory. For successful internships, managers need to ensure the needs of the individual intern are met. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Perceived Employability Moderates Burnout and Depression Among Bank Employees

2016 ◽  
Vol 44 (7) ◽  
pp. 1123-1132 ◽  
Author(s):  
Haishu Qiao ◽  
Yue Xia ◽  
Ying Li
Keyword(s):  
Mental Health ◽  
Structural Equation Modeling ◽  
Structural Equation ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Hierarchical Regression ◽  
Negatively Associated ◽  
Perceived Employability ◽  
Bank Employees ◽  
The Relationship

Because bank employees have been found to be especially susceptible to burnout and depression, we explored the relationship between these variables, and examined the moderating effect of perceived employability on the burnout–depression relationship in a sample of Chinese bank employees. As we expected, burnout and perceived employability were, respectively, positively and negatively associated with depression. The results of hierarchical regression and structural equation modeling indicated that perceived employability moderated the relationship between burnout and depression; higher perceived employability was associated with a weaker relationship between burnout and depression. Interventions aimed at developing the perceived employability of Chinese bank employees may help to improve mental health in this group.

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