scholarly journals The Impact of Psychological Capital and Psychological Empowerment on Employee's Affective Commitment to Change

2018 ◽  
Vol 6 (1) ◽  
pp. 09-14
Author(s):  
Muthmainah Mufidah ◽  
Wustari L. Mangundjaya
Keyword(s):  
Financial Institutions ◽  
Affective Commitment ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
External Environment ◽  
Jel Classification ◽  
Organizational Changes ◽  
Commitment To Change ◽  
Managing Change ◽  
The Impact

Objective - Organizations nowadays have to change and adjust themselves with the changing external environment in order to survive in the globalization era. This change requires a high affective commitment to change from its employees. The purpose of this study is to examine the impact of psychological capital and psychological empowerment on employee's affective commitment to change. Methodology/Technique - Respondents were 242 employees of Indonesian financial institutions which have undergone organizational changes. Data collection tools were Commitment to Change Inventory, Psychological Empowerment, and Psychological Capital, and was analysed using regression analysis. Findings - Findings indicated that a positive and significant impact of psychological capital and psychological empowerment on affective commitment to change. This study also found that psychological capital has a more significant influence on affective commitment to change than psychological empowerment. Research limitations/implications - The implications of the study can be used for managing change better, such as developing confidence in people by developing both psychological empowerment and psychological capital. Originality/value - Results are essential for managing change better, such as developing confidence in people by promoting both psychological empowerment and psychological capital. Type of Paper - Empirical Keywords: Affective Commitment to Change; Psychological Capital; Psychological Empowerment; Organizational Change; Financial Institutions. JEL Classification: G23.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

scholarly journals Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment

2015 ◽  
Vol 69 (3) ◽  
pp. 839-867 ◽  
Author(s):  
Alexandre JS Morin ◽  
John P Meyer ◽  
Émilie Bélanger ◽  
Jean-Sébastien Boudrias ◽  
Marylène Gagné ◽  
...  
Keyword(s):  
Change Management ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Management Process ◽  
Commitment To Change ◽  
Longitudinal Associations

scholarly journals Work Engagement: The Impact of Psychological Capital and Organizational Justice and Its Influence on Turnover Intention

2019 ◽  
Vol 4 (1) ◽  
pp. 86-91
Author(s):  
Kiky D.H. Saraswati
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Retention ◽  
Psychological Capital ◽  
Jel Classification ◽  
Personal Resource ◽  
The Impact ◽  
Positive Effect

Objective - To remain competitive, organizations must be able to adapt to change and increase their performance. In order to increase performance, organizations must focus on how they manage their employees, including how to retain them. Previous studies have shown that work engagement (WE) has a positive effect on employee retention (Schaufeli & Bakker, 2004). The JD-R Model suggests that WE is influenced by enhancing personal and job resources (Schaufeli, 2017). This research aims to investigate the impact of both of those resources on WE. The personal resource measured in this study is psychological capital while the job resource measured is organizational justice. Furthermore, this research also aims to determine the extent to which WE can be used to predict employee turnover. Methodology/Technique - A quantitative method is implemented in this study by distributing a Utrecth Work Engagement Scale, Psychological Capital Questionnaire, Organizational Justice Questionnaire, and Turnover Intention Scale to 243 employees working in a manufacturing company in Jakarta, Indonesia. Findings - The results of this research conclude that psychological capital and organizational justice have a significant effect on WE (F= 15.231; p <0.05). Further analysis also concludes that WE has a significant impact on employee turnover (F= 10.888; p <0.05). Novelty - The findings of this study indicate that organizations should create and maintain employees WE in order to increase employee retention, while WE can be promoted by improving the psychological capital and providing fair treatment to all employees. Type of Paper: Empirical. Keywords: Organizational Justice; Psychological Capital; Turnover Intention; Work Engagement. JEL Classification: M10, M12, M19.

scholarly journals Relationship Between Human Capital and Technological Innovation Growth of Regional Economy and Psychology of New Entrepreneurs in Northeast China

2021 ◽  
Vol 12 ◽  
Author(s):  
Xingyang Yu ◽  
Mingji Liu
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Northeast China ◽  
Psychological Capital ◽  
New Ventures ◽  
External Environment ◽  
Economic Restructuring ◽  
Physical Capital ◽  
The Impact ◽  
The Relationship

The economic restructuring and rapid rise of the economy in Northeast China have resulted in a proliferation of new ventures. Studying the psychology of new entrepreneurs is conducive to understanding the relationship between human capital and economic growth. The work reported here aims to explore the impact of human capital on economic growth in Northeast China and the influencing factors of psychological capital of new entrepreneurs in the entrepreneurial process. Based on Cobb–Douglas production function, the relationship between labor, physical capital, or human capital and economic growth in Northeast China is analyzed by econometric methods, and a model of human capital and economic growth in Northeast China is constructed. Besides, a psychological capital intervention (PCI) model is proposed to develop the psychological capital of new entrepreneurs, and the psychological quality structure model of entrepreneurial entrepreneurs and its operation mechanism. The results of the empirical analysis demonstrate that the elasticity coefficient of human capital in Northeast China is 0.15902, five times smaller than that of labor and physical capital. Moreover, 70% of new ventures are willing to accept higher education. The fitting degree of using the PCI model to develop the psychological capital of new ventures is only 0.3%. In addition, the modified external environment PCI instead of the external environment PCI model has a huge operating potential in the macro-entrepreneurial environment. In conclusion, the impact of human capital on economic growth in the northeast is smaller than the impact of labor and material capital investment on regional economic growth. The development of human capital and research on the composition and mechanism of psychological quality of entrepreneurial entrepreneurs are of significant theoretical and practical values to promote the economic growth in the northeast.

scholarly journals Women's organizations are different: their response to shifts in Canadian policy

2021 ◽  
Author(s):  
Agnes G. Meinhard ◽  
Mary K. Foster
Keyword(s):  
Environmental Protection ◽  
External Environment ◽  
Service Organizations ◽  
Food Banks ◽  
Voluntary Organizations ◽  
Organizational Changes ◽  
Environmental Pressures ◽  
Working Paper ◽  
The Impact ◽  
Made In

[Paragraph 1 of Introduction]: There are an estimated 200,000 nonprofit, nongovernmental organizations in Canada today offering a wide array of services to all segments of the population, ranging from food banks, women’s shelters, children’s aid societies, and immigrant service organizations to environmental protection agencies, opera companies and sporting societies (Browne, 1996). A significant, but unknown, percentage of voluntary organizations are led by women and governed by boards that are predominantly made up of women. Despite the 2 pervasiveness of these organizations, there has been little research focusing on them. We seek to redress this neglect by comparing 351 women’s voluntary organizations to 294 ‘other’ (gender neutral) voluntary organizations. Specifically, this paper investigates whether there are differences in attitudes, behaviours and perceptions between the leaders of women’s voluntary organizations and the leaders of ‘other’ voluntary organizations regarding: 1) perceptions of the environment; 2) outlook for the future; 3) perceptions of the impact of the external environment on the organization; 4) organizational changes made in response to environmental pressures; and 5) collaborative behaviour and attitudes. Keywords: CVSS, Centre for Voluntary Sector Studies, Working Paper Series,TRSM, Ted Rogers School of Management Citation:

Transformational Leadership vs Change Self-Efficacy and Its Impact on Affective Commitment to Change

2017 ◽  
Vol 2 (4) ◽  
pp. 13-18
Author(s):  
Denvi Giovanita ◽  
Wustari L. Mangundjaya
Keyword(s):  
Transformational Leadership ◽  
Organizational Change ◽  
Self Efficacy ◽  
Affective Commitment ◽  
Organizational Factors ◽  
Jel Classification ◽  
Commitment To Change ◽  
Two Factors ◽  
Result Show ◽  
Leadership And Change

Objective - It is essential for organizations in 21st century to evolve with time. In this regard, both the management and employees of an organization play an essential role in the implementation of change. One way of determining the success of organizational change is by identifying the employees' commitment to change. This research aims to identify the effect of transformational leadership (organizational factors) and employees' change self-efficacy (individual factors) on effective commitment to change, to identify which of those two factors has a more significant effect on affective commitment to change. Methodology/Technique - The respondents of this study are employees in the finance sector. The data was collected using commitment to change, change self-efficacy and transformational leadership inventories. The data was analyzed using multiple hierarchical regressions. Findings – The result show that both transformational leadership and change self-efficacy have a positive and significant effect on affective commitment to change. Furthermore, change self-efficacy proved to have a more significant effect on affective commitment to change compared to transformational leadership. Based on these results, organisations may wish to further focus on the development of change self-efficacy of individuals. Novelty - This study can be used by HR practitioners when dealing with organizational change, as a guide to improving the success of such change. Type of Paper - Empirical. Keywords: Affective Commitment to Change; Change Self-Efficacy; Leadership; Organizational Change; Transformational Leadership. JEL Classification: M10, M19.

scholarly journals THE IMPACT OF WELL-BEING AT WORK AND PSYCHOLOGICAL CAPITAL OVER THE TURNOVER INTENTION: A STUDY OF TEACHERS

2019 ◽  
Vol 20 (2) ◽  
Author(s):  
ANGELO POLIZZI FILHO ◽  
JOSÉ A. C. S. CLARO
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Design Methodology ◽  
Affective Commitment ◽  
Psychological Capital ◽  
Well Being ◽  
The University ◽  
The Impact ◽  
Moderating Role

ABSTRACT Purpose: To investigate a theoretical conceptual model for the intention of rotation, analyzing its relationship with well-being at work, psychological capital and intention of rotation. Originality/value: The study contributed to present unpublished aspects and an apparent gap in the theoretical revision of the national literature by the absence of research investigating the relations between psychological capital and intention of rotation. Design/methodology/approach: Research of empirical nature and quantitative approach. We tested four hypotheses regarding the interactions of the variables, using a self-completion questionnaire containing five validated and accurate Brazilian measures. Findings: The hypotheses were confirmed, indicating that teachers have a well-being at work composed of greater satisfactions with colleagues, managers and tasks, and minors with salaries and promotions, medium indexes of involvement with work and affective commitment to the university in which they worked, revealing a low intention of rotation. In the international literature, the concept of psychological capital arises, proposing us future investigations and creating a line of research in Brazil in the measurement of the moderating role of psychological capital in the relations between constructs of organizational behavior. It is essential that other professional categories be studied in the search for evidence about the use of psychological capital as a moderating variable in the relation between the objective dimensions of this study.

Sign in / Sign up

Export Citation Format

Share Document