scholarly journals The Influence of Psychological Capital and Workplace Well-Being on Work Engagement of Bank Employees

2021 ◽  
Vol 8 (5) ◽  
pp. 449-457
Author(s):  
Osa Dyahayu Kalmudojati
Keyword(s):  
Theoretical Model ◽  
Human Resources ◽  
Work Engagement ◽  
Empirical Model ◽  
Psychological Capital ◽  
Well Being ◽  
Bank Employees ◽  
Work Attachment ◽  
Customer Demands

The challenge comes from increasingly fierce business competition and increasingly varied customer demands for products and services. Therefore, apart from capital and technology, banks also need the support of reliable human resources. The purpose of this study was to determine empirically whether there was any influence between psychological capital and workplace well-being on the work engagement of employees at the Bank. This study involved 134 respondents. The results obtained indicate that the empirical model obtained is in accordance with the theoretical model that was built. The variables of psychological capital and workplace wellbeing together influence work attachment to Bank employees. Keywords: Psychological Capital, Workplace Well-Being, Work Engagement.

scholarly journals Keep the fire burning: a survey study on the role of personal resources for work engagement and burnout in medical residents and specialists in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (11) ◽  
pp. e031053 ◽  
Author(s):  
Lara Solms ◽  
Annelies E M van Vianen ◽  
Tim Theeboom ◽  
Jessie Koen ◽  
Anne P J de Pagter ◽  
...  
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Psychological Capital ◽  
Job Demands ◽  
Psychological Flexibility ◽  
Well Being ◽  
Medical Residents ◽  
Job Resources ◽  
Survey Study ◽  
Personal Resources

ObjectivesThe high prevalence of burnout among medical residents and specialists raises concerns about the stressful demands in healthcare. This study investigated which job demands and job resources and personal resources are associated with work engagement and burnout and whether the effects of these demands and resources differ for medical residents and specialists.DesignIn a survey study among residents and specialists, we assessed job demands, job resources, personal resources, work engagement and burnout symptoms using validated questionnaires (January to December 2017). Results were analysed using multivariate generalised linear model, ordinary least squares regression analyses and path analyses.SettingFive academic and general hospitals in the Netherlands.ParticipantsA total number of 124 residents and 69 specialists participated in this study. Participants worked in the fields of pediatrics, internal medicine and neurology.ResultsThe associations of job and personal resources with burnout and work engagement differed for residents and specialists. Psychological capital was associated with burnout only for specialists (b=−0.58, p<0.001), whereas psychological flexibility was associated with burnout only for residents (b=−0.31, p<0.001). Colleague support (b=0.49, p<0.001) and self-compassion (b=−0.33, p=0.004) were associated with work engagement only for specialists.ConclusionThis study suggests that particularly personal resources safeguard the work engagement and lessen the risk of burnout of residents and specialists. Both residents and specialists benefit from psychological capital to maintain optimal functioning. In addition, residents benefit from psychological flexibility, while specialists benefit from colleague support. Personal resources seem important protective factors for physicians’ work engagement and well-being. When promoting physician well-being, a one-size-fits-all approach might not be effective but, instead, interventions should be tailored to the specific needs of specialists and residents.

scholarly journals The influence of employees’ cross-cultural psychological capital on workplace psychological well-being

2019 ◽  
Vol 45 ◽  
Author(s):  
Martina Kotze ◽  
Liezel Massyn
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Negative Influence ◽  
Positive Influence ◽  
Structural Equations ◽  
Cross Cultural ◽  
Variable Cross ◽  
Psychological Well Being

Orientation: In order to withstand the global and local cultural diversity and challenges that South African workplaces face, it is essential for employees to have cross-cultural psychological resources (i.e. cross-cultural psychological capital). A lack of cross-cultural psychological capital or the inability to adjust to cross-cultural environments may impact negatively employees’ psychological well-being.Research purpose: The purpose of this research was to explore the influence of employees’ cross-cultural psychological capital on their psychological well-being (indicated by burnout and work engagement).Motivation for the study: Cross-cultural psychological capital and its influence on employees’ psychological well-being have not been explored in South Africa. This study aimed to fill this gap.Research approach/design and method: Data were collected using questionnaires completed by 213 employees from different organisations in South Africa. Partial least squares (PLS) and structural equations modelling (SEM) were used to explore the relationships between the independent variable (cross-cultural psychological capital) and burnout and work engagement.Main findings: Cross-cultural psychological capital had a statistically significant negative influence on burnout and a statistically significant positive influence on work engagement. It had a stronger negative influence on emotional exhaustion than on cynicism and a stronger positive influence on vigour than on dedication.Practical/managerial implications: Enhancing employees’ cross-cultural psychological capital by means of programmes and short interventions may improve their psychological well-being.Contribution/value-add: This research contributed to filling the gap in the literature regarding the role of cross-cultural psychological capital in the psychological well-being of employees working in cross-cultural environments.

Employee well-being in a stressful work environment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Work Environment ◽  
Organizational Justice ◽  
Work Engagement ◽  
Design Methodology ◽  
Psychological Capital ◽  
Well Being ◽  
Employee Health ◽  
Content Type ◽  
Pertinent Information ◽  
Work Contexts

Purpose Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.  Findings Psychological capital and perceived organizational justice are important personal and job-related resources with scope to positively affect employee health in stressful work contexts. Delivering programs to develop these resources together with a focus on increasing work engagement can best help generate desired outcomes. Originality/value 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.

scholarly journals EFFECT OF SELF-EFFICACY ON WORK ENGAGEMENT MEDIATED BY HRD CLIMATE ON OUTSOURCED BANK EMPLOYEES

2020 ◽  
Vol 4 (2) ◽  
pp. 117-130
Author(s):  
Christine Winstinindah Sandroto ◽  
Veranica Wijaya,
Keyword(s):  
Human Resources ◽  
Direct Effect ◽  
Work Engagement ◽  
Self Efficacy ◽  
Vital Role ◽  
Third Party ◽  
Bank Employees ◽  
Significant Direct Effect

Human resources play a vital role in every company becausehuman resources are the cogs for the running of the company. Nowadays,competition in any company is getting tougher, including the banking industry.This study aims to prove the effect of Self-efficacy on Work Engagementmediated by HRD Climate. This research was conducted at PT X asa third party, which is an outsourcing company for bank employees inJakarta. Questionnaires were distributed to 150 employees, and data processingwas done using SPSS v22 software and Hayes PROCESS v3 macros.The results of this study indicate that there is a positive and significantinfluence between the variable Self-efficacy on Work Engagement mediatedby HRD Climate, with a more significant direct effect between theSelf-efficacy variable on Work Engagement on outsourced bank employeesin Jakarta.

scholarly journals Pengaruh Self-esteem dan Psychological Well Being terhadap Job Performance melalui Work Engagement pada Pegawai Bank di Kota Surabaya

2021 ◽  
Vol 9 (1) ◽  
pp. 42
Author(s):  
Firdha Amalia ◽  
Budiono Budiono
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Indirect Effect ◽  
Structural Equation ◽  
Sampling Technique ◽  
Well Being ◽  
Self Esteem ◽  
Psychological Well Being ◽  
Bank Employees ◽  
Positive Effect

This study aims to study the effect of and psychological well-being on job performance through work involvement in bank employees in Surabaya. This study uses a type of causality research that uses quantitative. Sampling technique using accidental sampling. Amount of respondents is 81 bank employees in Surabaya. The statistical analysis in this study is used the Structural Equation Model (SEM) with the help of Smart PLS 3.2.9 software. The results showed that Self-esteem was not a significant positive effect on job performance. Self-esteem has a positive and significant effect on work engagement. The psychological well being did not have a positive effect on job performance. Psychological well being has a positive and significant effect on work engagement; work engagement has a positive and significant effect on job performance, has an indirect effect on job performance through work engagement, psychological well being has an indirect effect on job performance through work engagement.

scholarly journals How Spiritual Leadership Boosts Nurses’ Work Engagement: The Mediating Roles of Calling and Psychological Capital

2020 ◽  
Vol 17 (17) ◽  
pp. 6364
Author(s):  
Wei-Li Wu ◽  
Yi-Chih Lee
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Positive Impact ◽  
Spiritual Leadership ◽  
Well Being ◽  
Positive Influence ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Nursing Leaders ◽  
Spiritual Well Being

Work engagement is an important topic in the field of nursing management. Meanwhile, spiritual leadership has been demonstrated to have a positive impact on healthcare workers. However, the relationship between spiritual leadership and work engagement is unclear. The main purpose of this study was to investigate the influence of spiritual leadership on work engagement through increased spiritual well-being and psychological capital. This study used a cross-sectional survey to collect data in Taiwan. The sample included 164 nurses, with empirical testing carried out by PROCESS Macro for SPSS. The results show that spiritual leadership has a positive influence on work engagement and that spiritual well-being (i.e., calling) and psychological capital mediate the effect of spiritual leadership on work engagement. According to the results of this study, nursing leaders must be aware of the role of spiritual leadership in promoting work engagement.

The relationship between public service employees’ personal resources and psychological well-being

2021 ◽  
pp. 002085232098592
Author(s):  
Martina Kotzé
Keyword(s):  
Public Sector ◽  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Positive Influence ◽  
Personal Resources ◽  
Psychological Well Being ◽  
The Public ◽  
The Relationship ◽  
Significant Positive Influence

The study investigates the mediating role of psychological capital in the relationship between personal resources (mindfulness, self-leadership) and psychological well-being (burnout, work engagement) for a sample of 226 public sector employees in South Africa. Both mindfulness and self-leadership have a statistically significant positive influence on psychological capital, while psychological capital mediated the relationship between both mindfulness and work engagement, and mindfulness and burnout. psychological capital also mediates the relationship between both self-leadership and engagement, and self-leadership and burnout. Psychological capital has a statistically significant positive influence on work engagement and a statistically significant negative influence on burnout. The results show that mindfulness and self-leadership strategies can enhance psychological capital, reducing burnout and increasing engagement. Point for practitioners The public sector requires energised employees to serve the public despite demanding circumstances. Therefore, management must find ways to support employees in increasing work engagement levels and avoiding burnout. Since personal resources (mindfulness, self-leadership, psychological capital) are shown to enhance engagement and decrease burnout, managers and human resource managers can build these individual resources through training and development, and consider them in recruitment processes.

scholarly journals Pengaruh Modal Psikologis dan Totalitas Kerja terhadap Kesejahteraan Subjektif

2018 ◽  
Vol 2 (2) ◽  
pp. 107
Author(s):  
Dian Maulida ◽  
Abdul Rahman Shaleh
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Psychological Capital ◽  
Sampling Technique ◽  
Well Being ◽  
Subjective Well Being ◽  
Probability Sampling ◽  
Utrecht Work Engagement Scale ◽  
Analysis Technique ◽  
Engagement Scale

<p><strong>Abstract:</strong> This research examined the effect of psychological capital and the totality of work on the subjective well-being of employees. This study involved 169 employees of PT X, a state-owned mining company in Jakarta. Sampling conducted using non-probability sampling with accidental sampling technique. The instruments used consisted Flourishing Scale and Scale for Positive and Negative Scales (SPANE) modified by Diener et al. (2009), Psychological Capital Questionnaire 12 (PCQ-12) from Luthans et al. (2007), Utrecht work engagement Scale (UWES-9) from Balducci, Fraccaroli, and Schaufeli (2010). Data analysis technique was multiple regression analysis. Based on the results of major hypothesis testing, the first conclusion obtained from this study is that there is a significant influence of psychological capital and work engagement on the subjective well-being of employees of PT X. Then, the results showed that four variables regression coefficient value was significant, that is; (1) self-efficacy; (2) spirit; (3) dedication; and (4) absorption while three other variables are not significant. All of these variables have a positive effect on employee’s subjective well-being.</p><p><strong>Abstrak:</strong> Penelitian ini dimaksudkan untuk menguji pengaruh modal psikologis dan totalitas kerja terhadap kesejahteraan subjektif karyawan. Penelitian ini melibatkan 169 karyawan PT X, BUMN dalam bidang pertambangan di Jakarta. Pengambilan sampel yang dilakukan menggunakan <em>non probability sampling </em>dengan teknik <em>accidental sampling</em>. Alat ukur yang digunakan terdiri atas <em>Flourishing Scale </em>(FS)<em> dan Scale of Positive and Negative Scale (SPANE) </em>yang dimodifikasi dari Diener et al. (2009), Psychological Capital Questionnaire 12 (PCQ-12) dari Luthans et al. (2007), <em>Utrecht work engagement Scale</em> (UWES-9) dari Balducci, Fraccaroli, and Schaufeli (2010). Teknik analisis data adalah analisis regresi berganda.Hasil uji hipotesis menunjukkan bahwa terdapat pengaruh yang signifikan modal psikologis dan totalitas kerja terhadap kesejahteraan subjektif karyawanPT X. Kemudian, hasil uji hipotesis menunjukkan bahwa terdapat empat dimensi yang nilai koefisien regresinya signifikan, yaitu: (1) <em>self-efficacy</em>; (2) semangat; (3) dedikasi; (4) keterlarutan, sementara 3 variabel lain tidak signifikan.</p>

Does work engagement enhance general well-being and control at work? Mediating role of psychological capital

2018 ◽  
Vol 6 (3) ◽  
pp. 272-286 ◽  
Author(s):  
Manish Gupta ◽  
Musarrat Shaheen
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Healthcare Services ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
And Control ◽  
The Impact

Purpose The purpose of this paper is to examine the mediating role of psychological capital (PsyCap) between work engagement (WE) and general well-being (GWB) as well as between WE and control at work (CAW). Design/methodology/approach Data were collected from 200 medical employees involved in rendering healthcare services. Structural equation modeling was done to test the hypotheses. Findings Analyses of the data revealed that PsyCap mediates fully between WE and CAW and partially between WE and GWB. Research limitations/implications The results show that PsyCap plays a positive role in transferring the impact of engagement levels to GWB and CAW. The results augment the broaden-and-build theory by explaining how positivity at the workplace can help the engaged employees improve well-being and CAW. Practical implications Hospitals in India are encouraged to recruit psychologically capable (high in PsyCap) employees. Such psychologically capable and engaged employees have greater CAW and have higher general well-being. Originality/value This study is among the few preliminary studies which have focused on the mechanism through which well-being and CAW of employees involved in healthcare services in India get affected.

scholarly journals Towards understanding causality between work engagement and psychological capital

2013 ◽  
Vol 39 (2) ◽  
Author(s):  
Johannes J. De Waal ◽  
Jaco Pienaar
Keyword(s):  
Longitudinal Study ◽  
Employee Engagement ◽  
Work Engagement ◽  
Temporal Order ◽  
Psychological Capital ◽  
Practical Interest ◽  
Well Being ◽  
Training Interventions ◽  
Managerial Implications ◽  
Positive Organisational Behaviour

Orientation: It is of theoretical and practical interest to establish the sequential relationship between work engagement and positive organisational behaviour, as represented by the psychological capital (PsyCap) construct.Research purpose: The main aim of this study was to conceptualise and investigate the causal relationship and temporal order in the relationship between PsyCap and engagement by means of longitudinal data.Motivation for the study: The rationale for establishing the sequence of engagement and psychological capital lies in the fact that training interventions to enhance the organisational well-being of employees may need to be focused on either one or the other.Research design, approach and method: A longitudinal study with a cross-lagged panel design was conducted; data was gathered by means of a survey that was constructed for the purpose of the study. The survey contained the Utrecht Work Engagement Scale (UWES), and a measure of PsyCap. All employees within a chemical factory (N = 1003) were approached to provide data; 163 employees participated.Main findings: Results revealed that PsyCap at Time 1 (T1) did not significantly predict engagement at Time 2 (T2). Evidence does however exist that initial levels of employee engagement predict subsequent PsyCap.Practical/managerial implications: Results suggest that employee interventions aimed at protecting and fostering employee engagement may have implications for subsequent employee psychological capital.Contribution/value-add: As an empirical, longitudinal study to address the temporal order between PsyCap and work engagement, this study makes a contribution especially to theory, but also with practical implications by indicating that engagement precedes employee psychological capital.

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