A Review on the Relationship Between Psychological Capital Andjob Attitudes With the Mediating Effect of Work Engagement in Hotel Industry

Abstract

Meeting the challenges of effective human resources management needs new thoughts and approaches. In order to expand the traditional perspective of economic capital, human capital and social capital have been paid more and more attention. This paper proposes that psychological capital can affect employees' attitudes from two aspects, namely, organizational commitment and job satisfaction. Based on the perspective of individual psychology, this article provides reviews of literature on this topic and explains the relationships between employees' psychological capital and job attitudes in hotels. This research also attempts to review the influence of work engagement on employees' organizational commitment and job satisfaction. In an era of intense competition in the world, the pace of change is progressively increasing and the competitiveness of companies depends on how they can adapt to reality. To be flexible in responding to challenging changes, it is essential to know how to use intangible resources.

Emotional intelligence and psychological capital as moderators in the relationship between employee commitment and work engagement: evidence from employees in banking from India

“…Luthans and Youssef-Morgan (2017) have rearranged these four dimensions as an acronym (HERO), representing hope, efficacy, resilience and optimism. Several researchers found that PsyCap has positive outcomes such as job satisfaction and commitment (Kong et al , 2018; Zhen and Mansor, 2020).…”

Psychological capital and employee job attitudes: the critical significance of work-life balance

“…Systematic actions may therefore continue to have a favorable impact on job attitudes (Ngo et al. , 2013; Sahoo et al ., 2015; Jung and Yoon, 2015; Zhen and Mansor, 2020; Ali et al ., 2022). Psychological capital therapies have been discussed in some earlier studies (Luthans et al ., 2006; Rew et al ., 2014), and this could serve as a good place to start.…”

Psi̇koloji̇k Sermayeni̇n Duygusal Bağlilik Üzeri̇ndeki̇ Etki̇si̇nde Duygusal Emeği̇n Araci Rolü: Öğretmenler Üzeri̇ne Bi̇r Araştirma

“…KKT'ye göre, çalışanlar her zaman ciddiye aldıkları kaynakları elde etmeye, korumaya ve sürdürülebilir kılmaya odaklanmaktadır. Çalışanlar, gerilim ve stresle başa çıkmak için kaynaklara ihtiyaç duymakta ve daha çok kaynağa sahip olmaya çalışmaktadırlar (Hobfoll, Halbeslen, Neveu ve Westman, 2018;Zhen ve Mansor, 2020). KKT kapsamında bu kaynaklardan biri de psikolojik sermaye olarak değerlendirilebilir (Bogler ve Somech, 2019;Chiesa, Fazi, Guglielmi ve Mariani, 2018).…”