A Case Study on Relationships Between Psychological Capital, Personality and Organizational Commitment

Abstract

The aim of this study is to examine the effect of psychological capital and personality on organizational commitment. Furthermore, it was also aimed to examine the relationships between these two concepts because there is a small number of studies that reveal the relationships between psychological capital and personality characteristics. In this context, a full count was performed in a manufacturing enterprise, and the questionnaire study was conducted on a total of 217 people including all white and blue-collar employees. All employees were reached by face to face interviews. The collected data were analyzed by SPSS 21 and Lisrel 8.51.The results of the study show that psychological capital positively affects affective, continuance and normative commitments. Similarly, personality characteristics also have a significant effect on organizational commitment. Extraversion, conscientiousness, agreeableness and openness to experience among personality characteristics positively affect the organizational commitment. It was observed that neuroticism had a positive effect on organizational commitment, contrary to expectations.The relationships between the relevant two concepts affecting organizational commitment were also found significant. A positive relationship was found between psychological capital and conscientiousness, agreeableness and openness to experience while a negative and significant relationship was found between psychological capital and neuroticism. Contrary to expectations, a negative and significant relationship was achieved between psychological capital and extraversion.

The relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from Vietnamese small and medium-sized enterprises

“…The results support the H5 hypothesis that psychological capital has a positive impact on organizational commitment in small and medium-sized enterprises of Vietnam at the 1% significance level. Thus, the findings of the study coincide with the findings of Youssef and Luthans (2007), Nguyen and Nguyen (2012), Sahoo and Sia (2015), Yalcin (2016), Idris and Manganaro (2017), Sen et al (2017), Yildiz (2018) on the role of the psychological capital to the organizational commitment of employees. Moreover, the results support the H5a, H5b and H5c hypotheses that psychological capital positively affects continuance, normative, affective at the significance levels of 1 and 10%.…”

“…At the same time, cultivating psychological capital toward optimism and love of life of agricultural residents has a mediation role in the relationship between procedural justice, interactional justice and organizational commitment (Yalcin, 2016). It can be said that psychological capital is an important factor determining the affective commitment, normative commitment and continuance commitment of employees in small and medium-sized enterprises in particular, enterprises in general of Vietnam (Yildiz, 2018).…”

“…The improvement in the positive mentality of employees directly affects organizational commitment. This has revealed the importance of small and medium-sized enterprise managers on developing a leadership style that takes into account the psychological capital of employees, and employees whose commitment organization increases with psychological capital will work more effectively (Yildiz, 2018).…”

The Role of Quality of Work Life as Mediator: Psychological Capital and Work Engagement

“…According to Luthan and Youssef (2004), psychological capital is a structure consisting of a combination of the concept of self-efficacy, hope, optimism, and resilience that best meets the criteria for positive organizational behavior. Which is the dimension of the positive psychological organization, all components that constitute the best psychological capital meet the criteria positive organizational behavior that is positive, unique, measurable, can be developed and related to performance (Yildiz, 2018).…”

Measuring the level of community desire to use GWJ application in office activities

“…Currently the organization becomes more dependent on information technology, an emphasis on information security becomes more significant (Yayla, 2011), As a result, the effects of time pressure and stress has been debated in the field of information and computer security (Yildiz, 2018). Whitman (2004) considers 'action or failure to human error' as one of the most severe threats to information security.…”