Psychological capital (PsyCap), which is considered a higher-order construct, is composed of hope, efficacy, optimism, and resilience. The importance of PsyCap stems from the fact that it has the propensity to motivate individuals in their accomplishment of organizational tasks and goals. The concept is related to many behavioral concepts including: subjective well-being, social capital, employee engagement, and emotional intelligence. The majority of the research literature on PsyCap has originated from the West, and limited literature exists about its antecedents and consequences among the Saudi population. Studies undertaken in Saudi Arabia must take into account unique cultural aspects. The present work attempts to identify the contribution that could emerge from the relationship of PsyCap, with constructs like subjective well-being, social capital, and employee engagement, considered through the prism of culture. It also recognizes the influence of, and upon, the external environment. Going beyond the replication of earlier studies, the present work considers the constructs to have a yin-yang relationship. The study presented a model of comprehensive framework emerging from the relevant literature to bring out the complex connections between PsyCap and other constructs. It also emphasized the importance of culture on the identified constructs, and its implication on contribution and performance. The proposed framework needs to be further tested by academics, researchers, and practitioners to confirm its practical implications in industry.
Remote working as an element of more flexible working is increasingly promoted as the postpandemic new normal for employment, claiming to offer benefits to both employees and employers. However, this new normal presents new challenges to existing practice regarding individual development and career progression. Drawing on experience from international organisations with a longer history of supporting remote working the research identifies aspects of sustainable policy and practice and reviews key challenges facing organisations transitioning to increased remote working.
Purpose of the study: The purpose of the study is to find out the complex relationship between psychological capital (PsyCap), workplace wellbeing (WWB), and employee engagement (E.E.) among the working class of Saudi Arabia. Methodology: The study which used a cross-sectional quantitative research design made use of three structured, validated questionnaires to collect the required data. Data were randomly collected online from a sample of 395 respondents. The respondents belonged to varying demographics. The data so collected was analyzed using Structural Equation Modeling (SEM) with the help of the Python program. Main Findings: The study has found a significant positive relationship between the three constructs of Psychological capital (PsyCap), workplace wellbeing (WWB), and employee engagement (E.E.)in the workplace. A similar significant relationship was also observed between workplace wellbeing and employee engagement. Applications of this study: The constructs identified for the study are those that help organizations to elicit effective performance from their employees. In the present uncertain world, only a band of engaged, happy, and psychologically strong employees will be capable of facing the multiple challenges of the corporate world. The findings of the study provide directions in this regard to social scientists and researchers. Novelty/Originality of this study: Though studies have been conducted in the western world about the antecedents and consequences of Psychological Capital (PsyCap), only limited studies have been done in Saudi Arabia and its neighbouring countries. The study has succeeded in enriching social science literature in this regard. There is ample scope for further research in this regard by including certain other constructs.
Employee engagement is a concept that is capable of predicting various employee outcomes. It could directly influence the success of any organization and its overall financial performance. The present study was undertaken to determine the relationship between Psychological and Social capitals and employee engagement. Data for the study was collected randomly from 395 respondents. Structural equation modeling was used to analyze the collected data. The data was found to be powerfully fitting, with all the indices having values above the thump's identified rules. The results indicated positive relationships between the constructs. The results of the study have multiple theoretical and practical implications.
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