Can psychological capital reduce stress and job insecurity? An experimental examination with indian evidence

Patnaik, Subhendu; Mishra, Uma Sankar; Mishra, Bibhuti Bhusan

doi:10.1007/s10490-021-09761-1

Cited by 16 publications

(19 citation statements)

References 58 publications

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“…To the extent that individuals’ psychological capital is malleable, organizations should employ strategies to foster this important psychological resource. As shown in previous research [ 32 ], psychological capital training can be conducted to alleviate perceptions of job insecurity. In particular, Patnaik et al [ 32 ] showed that a two-hour training session on psychological capital can have a profound impact on employees’ perceived job insecurity even after a three-month period.…”

Section: Discussionmentioning

confidence: 99%

“…This is consistent with a recent meta-analysis by Jiang et al [ 34 ], which found that psychological capital, among other psychological resources, can significantly alters one’s perceptions of job insecurity. While a recent experimental study showed that a psychological capital intervention (PCI) can significantly decrease job insecurity and stress levels among telecom employees in India [ 32 ], research has yet to examine whether perceived job insecurity may mediate the relationship between psychological capital and job stress. This leads to the following hypothesis.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…In particular, psychological capital has been defined as a personal positive psychological state characterized by hope, efficacy, resilience, and optimism [ 29 ]. Past research indicates that psychological capital is an important personal resource for dealing with perceived job insecurity [ 30 , 31 , 32 , 33 ] A recent meta-analysis on job insecurity also indicates that, in comparison to job demands, job resources, such as psychological capital, may have a stronger impact on job insecurity perceptions [ 34 ].…”

Section: Introductionmentioning

confidence: 99%

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Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Peng

Potipiroon

2022

Behavioral Sciences

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Job insecurity is a growing concern among bank employees. In this research, we examined whether psychological capital can alleviate bank workers’ perceptions of job insecurity and job stress during COVID-19. In particular, we aimed to examine this relationship at both the individual and work-unit levels of analysis. Based on the data collected from 520 bank tellers in 53 bank branches in Thailand, our multilevel structural equation modeling (MSEM) analyses revealed that there was significant between-branch variation in the levels of psychological capital (15%), job insecurity (23%) and job stress (24%). In particular, perceptions of job insecurity were found to have a positive effect on job stress at both levels of analysis. We also found that psychological capital significantly reduced perceptions of job insecurity and job stress at the individual level. These findings emphasize that perceptions of job insecurity can emerge at both the individual and work-unit levels. Theoretical and practical implications are discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Peng

Potipiroon

2022

Behavioral Sciences

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“… Patnaik et al (2021) pointed out that the PCI model is a famous model proposed by Luthans based on positive psychology and positive organizational behavior to develop individual psychological capital. The PCI model is shown in Figure 4 .…”

Section: Methodsmentioning

confidence: 99%

Relationship Between Human Capital and Technological Innovation Growth of Regional Economy and Psychology of New Entrepreneurs in Northeast China

Xingyang

Liu

2021

Front. Psychol.

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The economic restructuring and rapid rise of the economy in Northeast China have resulted in a proliferation of new ventures. Studying the psychology of new entrepreneurs is conducive to understanding the relationship between human capital and economic growth. The work reported here aims to explore the impact of human capital on economic growth in Northeast China and the influencing factors of psychological capital of new entrepreneurs in the entrepreneurial process. Based on Cobb–Douglas production function, the relationship between labor, physical capital, or human capital and economic growth in Northeast China is analyzed by econometric methods, and a model of human capital and economic growth in Northeast China is constructed. Besides, a psychological capital intervention (PCI) model is proposed to develop the psychological capital of new entrepreneurs, and the psychological quality structure model of entrepreneurial entrepreneurs and its operation mechanism. The results of the empirical analysis demonstrate that the elasticity coefficient of human capital in Northeast China is 0.15902, five times smaller than that of labor and physical capital. Moreover, 70% of new ventures are willing to accept higher education. The fitting degree of using the PCI model to develop the psychological capital of new ventures is only 0.3%. In addition, the modified external environment PCI instead of the external environment PCI model has a huge operating potential in the macro-entrepreneurial environment. In conclusion, the impact of human capital on economic growth in the northeast is smaller than the impact of labor and material capital investment on regional economic growth. The development of human capital and research on the composition and mechanism of psychological quality of entrepreneurial entrepreneurs are of significant theoretical and practical values to promote the economic growth in the northeast.

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“…Offering insights into the relationship between job insecurity and taking charge is also beneficial for practitioners. First, while the fast-changing work environment is making people around the world feel increasingly insecure about their jobs [ 21 ], organizations in this dynamic work environment increasingly expect their employees to take initiatives to gain long-term growth and success [ 1 ]. Through our findings of the harmful effects of job insecurity on employees’ taking charge behaviors, we encourage organizations to find solutions to alleviate employees’ perception of job insecurity.…”

Section: Introductionmentioning

confidence: 99%

Job Insecurity and Employees’ Taking Charge Behaviors: Testing a Moderated Mediation Model

Sun

Zheng

Lan

2022

IJERPH

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Given the rapid changes in current technologies, business models, and work environments, organizations and managers increasingly rely on their employees’ proactive behaviors, such as taking charge, to gain competitive advantages. Taking charge involves a range of risky and future-oriented behaviors, and it requires employees to work hard to achieve them in the future. For employees with high job-insecurity, their job continuity in the future is threatened. Thus, they may not be willing to take risks to do additional work that is “future-oriented”. To our knowledge, the effect of job insecurity on employees’ taking charge has rarely been studied. As a result, the purpose of our study is to investigate whether, how, and when job insecurity will influence taking charge. Drawing on the conservation of resources theory and proactive motivation model, we develop a theoretical model. Moreover, we employed a multi-wave and multi-source survey to test our predictions. Based on the data from 194 full-time employees paired with their direct supervisors, the results provided consistent support for the proposed hypotheses. Specifically, the results indicate that job insecurity prohibits employees’ taking charge behaviors through deteriorating their work engagement. Furthermore, employees’ perception of interactional justice moderates the negative influence of job insecurity on their work engagement and, consequently, their taking charge behaviors. Theoretical and practical implications are discussed.

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Can psychological capital reduce stress and job insecurity? An experimental examination with indian evidence

Cited by 16 publications

References 58 publications

Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?

Relationship Between Human Capital and Technological Innovation Growth of Regional Economy and Psychology of New Entrepreneurs in Northeast China

Job Insecurity and Employees’ Taking Charge Behaviors: Testing a Moderated Mediation Model

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