scholarly journals Psychological Capital Research: A Meta-Analysis and Implications for Management Sustainability

2018 ◽  
Vol 10 (10) ◽  
pp. 3457 ◽  
Author(s):  
Fanzhu Kong ◽  
Cheng-Hung Tsai ◽  
Fu-Sheng Tsai ◽  
Wenyi Huang ◽  
Shareena de la Cruz
Keyword(s):  
Organizational Behavior ◽  
Organizational Climate ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Meta Analysis ◽  
Journal Citation Report ◽  
Citizenship Behavior ◽  
Extensive Literature ◽  
Analytic Review ◽  
Member Exchange

The purpose of this study is to conduct a wide-ranging meta-analytic review of empirical psychological capital studies in the management field. We conducted a meta-analysis on papers collected from the EBSCOhost and ProQuest databases. For comprehensive and extensive literature coverage, we also searched and compared the Journal Citation Report for the journals that referenced the most-cited articles (e.g., Journal of Organizational Behavior, Academy of Management Journal, etc.). A total of 81 published types of research were thoroughly selected and analyzed. The results revealed that, with different weighting, the following influencing factors have significant associations with psychological capital: organizational climate, organizational justice, authentic leadership, leader–member exchange, and occupational stress. Also, with different influencing weighting, psychological capital is confirmed to have impacts on job satisfaction, attitude, performance, organizational citizenship behavior, and undesirable behaviors. Implications for managerial sustainability are discussed.

scholarly journals Antecedent and Consequences of Psychological Capital of Entrepreneurs

2018 ◽  
Vol 10 (10) ◽  
pp. 3717 ◽  
Author(s):  
Yong Wang ◽  
Cheng-Hung Tsai ◽  
Fu-Sheng Tsai ◽  
Wenyi Huang ◽  
Shareena de la Cruz
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
The Philippines ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Member Exchange ◽  
Antecedents And Consequences

Psychological capital is critical for entrepreneurial resilience and sustainability. The purpose of this study is to examine a comprehensive model of the relationships between the antecedents and consequences of the psychological capital of entrepreneurs. A data sample of 208 entrepreneurs from the Philippines was analyzed with Structural Equation Modeling. The results found that organizational climate, organizational justice, leader-member exchange, authentic leadership have significant and positive influences on psychological capital, while occupational stressor is significantly associated with psychological capital. Among them, authentic leadership has the strongest impact on psychological capital. Results also found that psychological capital has significant and positive influences on entrepreneurs’ job satisfaction, performance, attitude, organizational citizenship behavior, while it also has negative influences on undesirable behavior. Theoretical and practical implications are discussed.

Introducing a Model of Relationship Between Knowledge Sharing Behavior and Organizational Citizenship Behavior and Positively Orientated Organizational Behavior

2018 ◽  
Vol 14 (3) ◽  
pp. 21-36 ◽  
Author(s):  
Tayebeh Sadegh ◽  
Reyhaneh Mohammad Khani ◽  
Fatemeh Modaresi
Keyword(s):  
Organizational Behavior ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This study investigates the effects of employees' positively oriented organizational behavior and organizational citizenship behavior (OCB) use on knowledge sharing behavior after a two-month period. Based on previous research, it was expected that: (1) organizational citizenship behavior would be positively related to knowledge sharing behavior; (2) psychological capital would be positively related to knowledge sharing behavior; (3) OCB would mediate the relationship between psychological capital and knowledge sharing behavior; (4) psychological empowerment would be positively related to knowledge sharing behavior; and (5) OCB would mediate the relationship between psychological empowerment and knowledge sharing behavior. Results provided support for the direct effects of OCB, psychological capital and psychological empowerment on knowledge sharing behavior. Psychological capital and psychological empowerment were each indirectly related to knowledge sharing behavior, mediate by OCB. To be more precise, individuals with higher level of psychological capital and psychological empowerment were not only more likely to participate in organizational citizenship behavior but having a higher level of positively orientated organizational behavior made them to engage more in knowledge sharing behavior two months later.

PENGARUH KEADILAN ORGANISASI DAN KEPEMIMPINANTERHADAP KEPUASAN KERJA DAN PERILAKU KERJA KONTRAPRODUKTIF PEGAWAI NEGERI SIPIL PADA SEKRETARIAT DAERAH KABUPATEN MELAWI

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
LILIS TEODOSI B2042171014
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Organizational Psychology ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Counterproductive Work Behaviours ◽  
Counterproductive Work Behaviour

Untuk mewujudkan visi yang ingin dicapai oleh Sekretariat Daerah Kabupaten Melawi dibutuhkan upaya penanganan dan pencegahan terhadap perilaku kerja kontaproduktif yang dapat merugikan organisasi dan stakeholderlainnya terhadap seluruh Pegawai Negeri Sipil yang ada di lingkungan Sekretariat Daerah Kabupaten Melawi.Tujuan penelitian adalah untuk menguji dan menganalisa pengaruh keadilan organisasi dan kepemimpinan terhadap kepuasan kerja dan perilaku kerja kontraproduktif Pegawai Negeri Sipil pada Sekretariat Daerah Kabupaten Melawi. Bentuk penelitian ini adalah deskriptif dengan pendekatan kausal komparatif. Pengumpulan data menggunakan data primer berupa kuisioner dan data sekunder berupa data yang bersumber dari Sekretariat Daerah Kabupaten Melawi. Pengambilan sampel penelitian dilakukan dengan menggunakan sampling sensus. Sampel dalam penelitian ini berjumlah 95 orang yang merupakan Pegawai Negeri Sipil di Sekretariat Daerah Kabupaten Melawi. Hasil dari penelitian ini adalah yang pertama keadilan organisasidan kepemimpinan berpengaruh positif dan signifikan terhadap variabel kepuasa kerja dan yang kedua keadilan organisasi, kepemimpinan, dan kepuasa kerja berpengaruh negatif dan signifikan terhadap perilaku kerja kontraproduktif.  Kata Kunci : Keadilan Organisasi, Kepemimpinan, Kepuasan Kerja, Perilaku Kerja KontraproduktifDAFTAR PUSTAKA Arfah.(2015). Pengaruh Kepuasan Kerja Terhadap Perilaku Menyimpang Dan     Organizational Citizenshipbehavior (Studi Pada Baitul Maal Wat Tamwi  (Bmt)  Di Provinsi Jawa Timur). Jurnal Aplikasi Administrasi Vol.18 Mei 2015. Chernyak-Hai, Lily & Aharon Tziner. (2014). Relationships Between Counterproductive Work Behavior, Perceived Justice And Climate, Occupational Status, And Leader-Member Exchange. Journal of Work and Organizational Psychology 30 (2014) 1-12. Downloaded from www. Elsevier.es/rpto.  Fadilah, Muhammar Arif. (2015). Psikologi  Industri Perilaku Tidak Produktif. Diakses dari mynewblogaidil.blogspot.com/2015/07/psikologi-industri-perilaku-tidak.html. Ferdinand, Augusty. (2007). Metode Penelitian Manajemen Pedoman Penelitian Untuk Penulisan Skripsi, Tesis, Dan Disertasi Ilmu Manajemen. Semarang : Badan Penerbit Universitas Diponegoro. Griffin, Ricky W. (2009). Manajemen. Jakarta: Erlangga. Ivancevich, John M., Robert Konopaske, & Michael T. Matteson. (2011). Perilaku dan Manajemen Organisasi. Jakarta: Erlangga. Ivancevich, John M., Robert Konopaske, & Michael T. Matteson. (2012). Perilaku dan Manajemen Organisasi. Jakarta: Erlangga. Kaswan. (2017). Psikologi Industri & Organisasi. Jakarta : Alfabeta Kreitner, Robert & Angelo Kinicki. (2010). Organizational Behavior Ninth Edition. USA:McGraw-Hill Irwin Kuncoro, Mudrajad. (2014). Metode Riset untuk Bisnis & Ekonomi. Bagaimana Meneliti & Menulis Tesis? Edisi 3. Jakarta:Erlangga Lestari, Milna Ayu. (2016).Hubungan Budaya Organisasi Dengan Perilaku Kontraproduktif Pada Pegawai Badan Pertanahan Nasional Tingkat II Samarinda. PSIKOBORNEO,  2016, 4 (2) : 286 - 291 ISSN 2477-2674, ejournal.psikologi.fisip-unmul.ac.id © Copyright 2016.Luthans, Fred. (2006). Perilaku Organisasi Edisi Sepuluh. Yogyakarta : PT Andi Mangkunegara, Anwar Prabu. (2009). Manajemen Sumber Daya Manusia Perusahaan. Bandung : PT. Remaja Rosdakarya. Naway, Fory Armin. (2014). Pengaruh Pengembangan Karir, Persepsi Tentang Keadilan Organisasi, Dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior. Jurnal Manajemen/Volume XVIII, No. 03, Oktober 2014: 407-425. Nelson, Debra L. & James Campbell Quick. (1997). Organizational Behavior Foundations, Realities, and Challenges Second Edition. St. Paul, MN : West Publishing Company. Nurfianti, Agustin & Seger Handoyo. (2013). Hubungan Antara Keadilan Distributif dan Perilaku Kerja Kontraproduktif dengan Mengontrol Leader Member Exchange (LMX). Jurnal Psikologi Industri dan Organisasi Vol. 02, No. 03, Desember 2013.Puni,Albert, Collins B. Agyemang & Dr. Emmanuel Selase Asamoah. (2016).Leadership Styles, Employee  Turnover Intentions and Counterproductive Work Behaviours. International Journal Of Innovative Research & Development January, 2016                                         Vol 5 Issue 1. Putra, I Gede Edi Sastrawan Mahadi & Ayu Desi Indrawati. (2018). Pengaruh Keadilan Organisasi Terhadap Kepuasan Kerja Dan Komitmen Organisasional Di Hotel Rama Phala Ubud. E-Jurnal Manajemen Unud, Vol. 7, No. 4, 2018: 2010-2040 ISSN : 2302-8912 DOI: https://doi.org/10.24843/EJMUNUD.2018.v7.i04.p11. Robbins, Stephen P. & Mary Coulter. (2005). Manajemen. Jakarta : PT. Indeks. Robbins, Stephen P. & Timothy A. Judge. (2018). Perilaku Organisasi/Organizational Behavior Edisi 16. Jakarta : Salemba Empat. Schermerhorn, John R. JR. (2002:391). Management Seventh Edition. USA:John Wiley & Sons, Inc.Shkoler, Or & Aharon Tziner. (2017).The Mediating And Moderating Role of Burnout and Emotional Intelligence in the Relationship Between Organizational Justice and Work Wisbehavior. Journal of Work and Organizational Psychology 33 (2017) 157–164www.elsevier.es/rpto.Sinambela, Lijan Poltak. (2018). Manajemen Sumber Daya Manusia. Jakarta : PT. Bumi Aksara. Suprapta, Made, Desak Ketut Sintaasih & I Gede Riana. (2015). Pengaruh Kepemimpinan Terhadap Kepuasan Kerja Dan Kinerja Karyawan  (Studi Pada Wake Bali Art Market Kuta-Bali). E-Jurnal Ekonomi dan Bisnis Universitas Udayana 4.06 (2015) : 430-442 ISSN : 2337-3067. Sutrisno, H. Edy. (2017). Manajemen Sumber Daya Manusia. Jakarta : Kencana. Wibowo. (2017). Manajemen Kinerja Edisi Kelima. Depok : Rajawali Pers. Widiani, Ni Komang Ayu & Agoes Ganesha Rahyuda. (2017). Pengaruh Kompensasi Terhadap Kepuasan Kerja Dan Counterproductive Work Behaviour: Studi Pada Organisasi Publik Di Bali. Forum Manajemen Indonesia (FMI 9), November 2017 ISBN: 978-602-8557-31-3. Wiratama, Dewa Gede & I Wayan Suana. (2015). Pengaruh Keadilan Organisasi Terhadap Kepuasan Kerja Dan Turnover Intention Pada Karyawan The Jayakarta Bali. E-Jurnal Manajemen Unud, Vol. 4 , No.11, 2015: 3675 - 3702 ISSN : 2302-8912. Wiratama, William Jefferson, I Gede Riana, & Agoes Ganesha Rahyuda. (2017).Keadilan Organisasional Sebagai Pemediasi Pengaruh Kepemimpinan Etis Terhadap Counterproductive Work Behaviour Pada Hotel Discovery Kartika Plaza Kuta. E-Jurnal Ekonomi dan Bisnis Universitas Udayana 6.5 (2017): 2133-2160 ISSN : 2337-3067. Wiwiek & Oliandes Sondakh. (2015). Pengaruh Keadilan Organisasional Pada Motivasi Karyawan Dan Komitmen Organisasional. Jurnal Siasat Bisnis Vol. 19 No. 1, Januari 2015 69-77. Wiyono, Gendro. (2011). Merancang Penelitian Bisnis Dengan Alat Analisis SPSS 17.0 & SmartPLS 2.0. Yogyakarta: Unit Penerbit dan Percetakan STIM YKPN Yogyakarta.

scholarly journals The Impact of Organizational Climate and Psychological Capital on Organizational Citizenship Behavior

2015 ◽  
Vol 11 (1) ◽  
pp. 224 ◽  
Author(s):  
Taghrid S. Suifan
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Behavior Scale ◽  
The Impact ◽  
The Relationship ◽  
Descriptive Method

<span lang="EN-US">The impact that organizational climate has on organizational citizenship behavior through psychological capital was examined in this study. The descriptive method was adopted with a questionnaire-based survey. The constructs of the study were measured by three scales adopted from previous works: the </span><span lang="EN-US">Organizational Climate Questionnaire developed by Koys and DeCotiis (1991), the Psychological Capital Questionnaire developed by Luthans et al. (2007), and the Organizational Citizenship Behavior Scale developed by Lee and Allen (2002)<span>. A random sample of employees at Jordanian banks was selected, and 227 out of the 250 distributed questionnaires were found to be valid for analysis. All the hypotheses were accepted; that is, </span><span>organizational climate has a statistically significant relationship with organizational citizenship behavior, and psychological capital mediates the relationship between organizational climate and </span><span>organizational citizenship behavior</span><span>. For organizations to improve </span><span>organizational citizenship behavior</span>, the <span>psychological capital should be taken into account. </span></span>

scholarly journals Psychological Capital and Organizational Citizenship Behavior among Staff Nurses

2019 ◽  
Vol 1 (4) ◽  
pp. 7
Author(s):  
Samah M. Elsayed ◽  
Fawzia M. M. Badran ◽  
Shimaa S. Adam
Keyword(s):  
Organizational Behavior ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Staff Nurses ◽  
Citizenship Behavior ◽  
Hospital Administrators ◽  
Correlational Design ◽  
The Relationship

Context: Psychological capital is among new study aspects of interest to researchers of human capital, organizational behavior and psychology. On the other hand, Organizational Citizenship Behavior (OCB) has been a focused subject by researchers due to increasing empirical evidence of OCB's impact on individual and organizational performance. Aim: This study aimed to investigate the relationship between psychological capital and organizational citizenship behavior among staff nurses. Methods: Design: A descriptive correlational design was used to conduct this study at Obstetrics and Gynecological Hospital on one hundred and nine nursing staff. Data collection tools include psychological capital Scale and organizational citizenship behavior scale. Results: The present study showed that the mean dimensions of self-efficacy 3.60±0.48 and optimism 3.25±0.45 had the highest and the lowest mean, respectively, of psychological capital. The results revealed that as for the dimensions of organizational citizenship behavior, the dimension of altruism (4.06±0. 62) while Civic virtue (civilized behavior had the lowest mean (3.80±0.52) and shows that the total mean score of organizational Citizenship Behavior were 3.91±0.41. Conclusions: There is a highly statistically significant positive correlation between total staff nurses' perspectives regarding psychological capital and their total organizational citizenship behavior. The study recommended that hospital administrators should promote organizational citizenship behavior and, consequently, psychological capital by involving employees in decisions, consult with them, and intervention programs for nurses should be carried out to enhance their level of psychological capital.

scholarly journals Citizenship organizational behavior ability to increase the effect of organizational climate, work motivation, and organizational justice on employee performance

2019 ◽  
Vol 3 (2) ◽  
pp. 195
Author(s):  
Handik Purwantoro ◽  
Yupono Bagyo
Keyword(s):  
Organizational Behavior ◽  
Path Analysis ◽  
Organizational Climate ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Test Results

<p>This research aim is to examine the effect of Organization Climate, Work Motivation and Organizational Justice on Employee Performance mediated by Organizational Citizenship Behavior (OCB). The population are 50 Ursa Mayora Consultants. The data is collected by questionnaires and analyzed by path analysis. The test results prove that Organizational Climate, Work Motivation and Organizational Justice significantly affect on Employee Performance with OCB as mediation variable at CV. Ursa Mayora Consultant.</p>

scholarly journals A Meta-Analysis Of Organizational Citizenship Behavior And Leader-Member Exchange

2011 ◽  
Vol 4 (11) ◽  
Author(s):  
Jeannie Scott ◽  
Annette E. Craven ◽  
Connie Green
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Meta Analysis ◽  
The United States ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Normal Text ◽  
Lmx Theory ◽  
Member Exchange ◽  
Antecedents And Consequences

<p class="TX1" style="text-align: justify; line-height: normal; text-indent: 0in; margin: 0in 34.2pt 0pt 0.5in;"><span style="font-size: 10pt; mso-bidi-font-style: italic;"><span style="font-family: Times New Roman;">Numerous studies on Leader-Member Exchange (LMX) Theory of leadership have identified various antecedents and consequences of LMX. This study is a meta-analysis (Hunter &amp; Schmidt, 1990) of two variables&mdash;organizational citizenship behavior and leader member exchange.<span style="mso-spacerun: yes;">&nbsp; </span>The study addresses the following questions: (a) What is the correlation between organizational citizenship behavior and leader-member exchange? (b) What are the effects of moderators such as employee status, supervisory status, tenure, and perceptions outside of the United States?</span></span></p>

scholarly journals Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation

2021 ◽  
pp. 204138662110061
Author(s):  
Anja Van den Broeck ◽  
Joshua L. Howard ◽  
Yves Van Vaerenbergh ◽  
Hannes Leroy ◽  
Marylène Gagné
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship Behavior ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Meta Analysis ◽  
Well Being ◽  
Self Determination ◽  
Added Value ◽  
Citizenship Behavior ◽  
Negative Consequences

This meta-analysis aims to shed light on the added value of the complex multidimensional view on motivation of Self-determination theory (SDT). We assess the unique and incremental validity of each of SDT’s types of motivation in predicting organizational behavior, and examine SDT’s core proposition that increasing self-determined types of motivation should have increasingly positive outcomes. Meta-analytic findings (124 samples) support SDT, but also adds precision to its predictions: Intrinsic motivation is the most important type of motivation for employee well-being, attitudes and behavior, yet identified regulation is more powerful in predicting performance and organizational citizenship behavior. Furthermore, introjection has both positive and negative consequences, while external regulation has limited associations with employee behavior and has well-being costs. Amotivation only has negative consequences. We address conceptual and methodological implications arising from this research and exemplify how these results may inform and clarify lingering issues in the literature on employee motivation.

scholarly journals Psychological Capital as Predictor of Organizational Commitment and Organizational Citizenship Behavior

2015 ◽  
Vol 2 (4) ◽  
Author(s):  
Prof. Anu Singh Lather ◽  
Ms. Simran Kaur
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Private Schools ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
Public And Private ◽  
The Impact

This paper examined psychological capital in two types of organizations: public and private schools. This study explained how psychological capital effects organizational commitment and organizational citizenship behavior in public and private schools. The sample includes 150 employees, 75 each from two types of schools. Various dimensions of Psychological Capital were measured by scale developed by Luthan, Youssef & Avolio. Organizational Commitment was measured by Allen & Meyer’s scale and Organizational Citizenship Behavior by a scale developed by Podsakoff. The result obtained from Pearson correlation and stepwise multiple regressions and it showed that all the dimensions of psychological capital were significantly different in the both the kind of schools. Regression analyses showed that psychological capital as a whole can predict organizational commitment and organizational citizenship behavior in both kinds of schools. The theoretical framework proposed in the paper on Psychological Capital would help the researchers and management people to understand the impact of Psychological Capital on organizational commitment and organizational citizenship behavior. It also supports the view of previous researchers that Psychological Capital is a significant positive organizational behavior variable, as it is capable of performance improvement and is open to development.

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