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.

When Things Go From Bad to Worse: The Impact of Relative Contextual Extremity on Benjamin Montgomery’s Positive Leadership and Psychological Capital

2018 ◽  
Vol 25 (3) ◽  
pp. 323-338 ◽  
Author(s):  
John E. Baur ◽  
Jeffrey J. Haynie ◽  
M. Ronald Buckley ◽  
Jennifer M. Palar ◽  
Milorad M. Novicevic ◽  
...  
Keyword(s):  
Civil War ◽  
Organizational Behavior ◽  
Extreme Events ◽  
Psychological Capital ◽  
Extreme Environments ◽  
Risk And Uncertainty ◽  
Positive Organizational Behavior ◽  
Future Directions ◽  
Positive Leadership ◽  
The Impact

Drawing from positive organizational behavior, psychological capital has been shown to be a beneficial resource allowing leaders to remain positive and future-oriented. While having hope, optimism, confidence, and resilience are particularly effective in periods of great risk and uncertainty, extreme environments likely affect leaders’ psychological capital, as evidenced by changes to these comprising factors. Answering several recent calls for historical and narrative-based approaches to leadership in extreme events, we use content analysis and historiometrics in the case of Benjamin Montgomery, the first African American plantation owner in the post–Civil War U.S. South, who faced a sequence of extreme events after purchasing the plantation on which he was formerly a slave. We triangulate our examination through the letters Montgomery penned to his former owner Joseph Davis—the older brother of Confederacy President Jefferson Davis, records on the focal actors, and historical documents from the period. We then reconstruct and examine the relative contextual severity and its impact on Montgomery’s psychological capital across a 6-year period directly following the Civil War (1865-1870). We find that while unfamiliar extreme episodes erode leader psychological capital, those resources are restored when such periods are overcome and experience is gained. We also reconsider psychological capital as a profile multidimensional construct and show underlying pairs of dimensions, which we label as overt positivity (optimism and resilience) and realistic positivity (hope and confidence), trend similarly yet remain distinct from the other pair. The implications of these findings and future directions are then discussed.

scholarly journals PSYCHOLOGICAL CAPITAL OF INDIVIDUALS: WHAT CONTRIBUTIONS FOR ORGANIZATIONS?

2016 ◽  
Vol 5 (1) ◽  
pp. 417
Author(s):  
Hugo Manuel De Oliveira Lucas ◽  
Lisete Dos Santos Mendes Monico ◽  
Florencio Vicente Castro
Keyword(s):  
Organizational Behavior ◽  
Psychological Capital ◽  
Physiological State ◽  
Personal Data ◽  
Well Being ◽  
Professional Status ◽  
Positive Organizational Behavior ◽  
Current Crisis ◽  
Academic Qualifications ◽  
The Impact

Abstract.The research about positive psychology establishes a link between high levels of optimism and hope with the physiological state and psychological well-being of individuals. The present article analyses the Psychological Capital and its pertinence in the current contextualization of organizations. The following are considered POB (Positive Organizational Behaviour) states: hope, resilience, trust and optimism. The sample is composed by 301 employees from Portuguese organizations, aged between 18 and 67 and with diverse academic qualifications and organizational functions. We applied the PsyCap Questionnaire (Luthans, Youssef, & Avolio, 2007), comprising four factors: Hope, Resilience, Optimism, and Self efficiency. The results indicate that the highest score corresponds to Self-efficiency, followed by Hope, Resilience and, lastly, Optimism. The psychological capital is analyzed according to personal data (gender, age, and academic qualifications), information concerning professional status (professional situation, time of work in the organization, managerial duties performance, and liquid monthly salary), and the organizational variables (size of the organization). The results are discussed taking into account the contributions of positive psychological capital, and the impact of current crisis scenario in lower levels of optimism.Keywords: Psychological Capital; Organizations; EmployeesResumo.A investigação sobre psicologia positiva estabelece uma relação entre níveis elevados de otimismo e de esperança com estados fisiológicos e psicológicos de bem-estar dos indivíduos. O presenta artigo abordada o Capital Psicológico e a sua pertinência na contextualização atual das organizações. Consideram-se como estados POB (Positive Organizational Behavior) a esperança, a resiliência, a confiança e o otimismo. A amostra é composta por 301 colaboradores de organizações portuguesas, com idades compreendidas entre os 18 e os 67 anos e com diversas habilitações académicas e funções organizacionais. Aplicámos o PsyCap Questionnaire (Luthans, Youssef, & Avolio, 2007), composto por quatro fatores: Esperança, Resiliência, Otimismo e Autoeficácia. Os resultados indicam que a pontuação mais elevada corresponde à Autoeficácia, seguindo-se a Esperança, a Resiliência e, por último, o Otimismo. O capital psicológico é analisado em função de dados pessoais (género, idade e habilitações literárias), de informações referentes à condição profissional (situação profissional, tempo de trabalho na organização, desempenho de funções de chefia e vencimento líquido mensal) e a variáveis organizacionais (dimensão da organização). Os resultados são discutidos atendendo aos contributos do capital psicológico positivo e ao cenário de crise atual se repercutir em níveis menores de otimismo.Palavras-chave: Capital psicológico; Organizações; Trabalhadores

scholarly journals An Investigation into the Mediating Effects of Organizational Commitment Between Psychological Capital and Work Engagement

2019 ◽  
Vol IV (II) ◽  
pp. 307-316
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Work Engagement ◽  
Psychological Capital ◽  
Measuring Instruments ◽  
Positive Organizational Behavior ◽  
Cross Sectional ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Relationship

The main objective of this study was to investigate not only the relationship between Psychological Capital and Work Engagement but also to test the mediating role of Organizational Commitment. A cross-sectional design was used. Data was collected from 226 nurses of the threelarge hospitals of Peshawar, Pakistan. The PCQ, UWES-9 and Meyer and Allen (1991) scales were used as measuring instruments. The results of the study reveal a significant relationship between 1) Psychological Capital and Work Engagement, 2) Psychological Capital and Organizational Commitment, 3) Organizational Commitment and Work Engagement. It was also found that Organizational Commitment partially mediated the relationship between Psychological Capital and Work Engagement. The study will further contribute to the existing literature on positive organizational behavior.

Social comparison orientation and mental health: The mediating role of psychological capital

2020 ◽  
Author(s):  
Guoliang Yang ◽  
Zhihua Wang ◽  
Weijiong Wu
Keyword(s):  
Mental Health ◽  
Social Comparison ◽  
Psychological Capital ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Social ◽  
Social Comparison Orientation ◽  
Using Data ◽  
The Impact ◽  
The Relationship

Little is known about the relationship between social comparison orientation and mental health, especially in the psychological capital context. We proposed a theoretical model to examine the impact of ability- and opinion-based social comparison orientation on mental health using data from 304 undergraduates. We also examined the mediating effect of the four psychological capital components of hope, self-efficacy, resilience, and optimism in the relationship between social comparison orientation and mental health. Results show that an ability (vs. opinion) social comparison orientation was negatively (vs. positively) related to the psychological capital components. Further, the resilience and optimism components of psychological capital fully mediated the social comparison orientation–mental health relationship. Our findings indicate that psychological capital should be considered in the promotion of mental health, and that the two social comparison orientation types have opposite effects on psychological capital.

Positive Workplaces

2009 ◽  
pp. 578-588
Author(s):  
Fred Luthans ◽  
Carolyn M. Youssef
Keyword(s):  
Organizational Behavior ◽  
Psychological Capital ◽  
Future Research ◽  
Positive Organizational Behavior ◽  
Performance Impact ◽  
Research Directions ◽  
Future Research Directions ◽  
And Performance ◽  
Definition Of ◽  
Psychological Capacities

Over the years, both management practitioners and academics have generally assumed that positive workplaces lead to desired outcomes. Unlike psychology, considerable attention has also been devoted to the study of positive topics such as job satisfaction and organizational commitment. However, to place a scientifically based focus on the role that positivity may play in the development and performance of human resources, and largely stimulated by the positive psychology initiative, positive organizational behavior (POB) and psychological capital (PsyCap) have recently been introduced into the management literature. This chapter first provides an overview of both the historical and contemporary positive approaches to the workplace. Then, more specific attention is given to the meaning and domain of POB and PsyCap. Our definition of POB includes positive psychological capacities or resources that can be validly measured, developed, and have performance impact. The constructs that have been determined so far to best meet these criteria are efficacy, hope, optimism, and resiliency. When combined, they have been demonstrated to form the core construct of what we term psychological capital (PsyCap). A measure of PsyCap is being validated and this chapter references the increasing number of studies indicating that PsyCap can be developed and have performance impact. The chapter concludes with important future research directions that can help better understand and build positive workplaces to meet current and looming challenges.

scholarly journals Red tape and psychological capital: a counterbalancing act for professionals in street-level bureaucracies

2020 ◽  
Author(s):  
A Dudau ◽  
G Kominis ◽  
Y Brunetto
Keyword(s):  
Local Government ◽  
Organizational Behavior ◽  
Psychological Capital ◽  
Negative Impact ◽  
Practical Implication ◽  
Well Being ◽  
Government Employees ◽  
Street Level ◽  
Red Tape ◽  
The Impact

Abstract Assuming that red tape is inevitable in institutions, and drawing on positive organizational behavior, we compare the impact of individual psychological capital on the ability of street-level bureaucrats (SLBs) with different professional backgrounds to work within the confines of red tape. The two SLB professions investigated here are nurses and local government employees; and the work outcomes of interest to this study are well-being and engagement. The findings show that red tape has a different impact on each professional group but, encouragingly, they also indicate that psychological capital has a compensatory effect. Implications include nurses requiring more psychological resources than local government employees to counteract the negative impact of red tape. A practical implication for managers is that, if perception of red tape in organizations is set to increase or to stay constant, enhancing the psychological capital of professionals in SLB roles, through specific interventions, may be beneficial to professionals and organizations alike.

scholarly journals The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

2012 ◽  
Vol 2 (3) ◽  
pp. 172 ◽  
Author(s):  
Masoodul Hassan ◽  
Ammara Akram ◽  
Sana Naz
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Banking Sector ◽  
Negative Relationship ◽  
Psychological Climate ◽  
Job Fit ◽  
Mediating Role ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

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.

scholarly journals Determinants of Individual Knowledge Innovation Behavior

2021 ◽  
Vol 33 (6) ◽  
pp. 1-24
Author(s):  
Sihua Chen ◽  
Hua Xiao ◽  
Wei He ◽  
Jian Mou ◽  
Mikko Siponen ◽  
...  
Keyword(s):  
Organizational Behavior ◽  
Positive Emotion ◽  
Organizational Context ◽  
Negative Emotion ◽  
Knowledge Innovation ◽  
Event Theory ◽  
Individual Knowledge ◽  
The Impact ◽  
The Relationship ◽  
Team Trust

With the upsurge of "emotional storm" in the field of organizational behavior, the studies on individual emotions in organizational context are rising. Especially the relationship between emotions and knowledge innovation has attracted much attention by scholars. In particular, individual emotions may exert great effect on knowledge innovation whereas the mechanism is still unclear. Based on the emotional event theory, this paper constructs a model which explores the interaction of positive and negative emotions with individual knowledge innovation. Based on questionnaire data analysis, the results show that knowledge sharing partly mediate the relationship between positive emotion and knowledge innovation as well as the relationship between negative emotion and knowledge innovation; team trust accentuates the relationship between positive emotion and knowledge innovation as well as the relationship between negative emotion and knowledge innovation. The above findings are helpful to clarify the impact mechanism of emotions on knowledge innovation.

scholarly journals THE MODERATING ROLE OF RELIGIOSITY ON THE RELATIONSHIP BETWEEN SATISFACTION WITH WORK-LIFE BALANCE AND JOB SATISFACTION

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Jahanvash Karim ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
European Social Survey ◽  
Work Life ◽  
Work Life Balance ◽  
Religious Activities ◽  
Life Balance ◽  
Personal Resource ◽  
The Impact ◽  
The Relationship

Purpose: - The impact of work-life balance on work-related outcomes has been the focus of much attention by researchers in organizational behavior and psychology. The aim of this study was to extend this literature by examining the potential moderating effect of religiosity on the relationship between satisfaction with work-life balance and job satisfaction. Methodology/Sample: - Data from The European Social Survey (ESS Round 6 Edition 1.2) provided the basis for this study (N= 21621). Findings: - Results suggested that satisfaction with work-life balance was positively related to job satisfaction and religiosity fostered the effect of satisfaction with work-life balance on job satisfaction. Practical Implications:- The findings of this study suggest that religiosity holds relevance to a variety of work outcomes. Faith and involvement in religious activities act as a personal resource, making individuals more resilient to cope with the challenges arising from work-life imbalance.

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