Algilanan Örgütsel Destek Ve İşyeri̇nde Mutluluk: Psi̇koloji̇k Sermayeni̇n Rolü

Abstract

Building on the tenets of social exchange theory and conservation of resources theory this study investigates the mediating role of psychological capital between organizational support and happiness at work. Data were collected from 207 white-collar workers of multiple organizations in Turkey. The findings indicate that perceived organizational support has moderate effect on happiness at work (work engagement, job satisfaction, affective commitment). Further, psychological capital mediates the relationship between perceived organizational supoort and work engagement. As a result, this study revealed that employees who perceive high levels of organizational support are more likely to generate positive psychological resources, which should lead to better work engagement. The findings of this study extend the social exchange theory and conservations of resource theory.

Eksik İstihdam ile İşten Ayrılma Niyeti Arasındaki İlişki

“…Additionally, perceived overqualification; is negatively associated with job satisfaction and affective commitment. Demir and Dalkılıç (2021) stated in their study that overqualification has a significant and positive effect on organizational cynicism. High perceived overqualification reduces the positive relationship between psychological capital and job creation (Caymaz et al, 2021).…”

“…Underemployment has negative effects on job life. These adverse effects have been investigated with the help of studies on the relationship between underemployment and psychological and mental health, job stress (Johnson and Johnson (1996); Johnson and Johnson (1997), job satisfaction, job motivation, job performance, job adoption, organisational commitment, organisational identification and turnover intention (Khan and Morrow (1991); Feldman and Turnley (1995); Bolino and Feldman (2000); Holtom et al, (2002); Maynard et al, (2006); Karacaoğlu and Arslan (2019); Zhang et al, (2021); Toker (2021), organizational deviant behaviour (Dar and Rahman,2020), organizational cynicism (Demir and Dalkılıç, (2021); Tınaztepe and Irge (2021).…”