Examining Organizational Commitment and Psychological Capital in Indian Bank Employees

Abstract

Abstract:The objective of the present research was to understand the sector differences (public vs. private) in Indian banks on organisational commitment. The study also tries to understand the relationship between psychological capital and organisational commitment in the banking sector. The sample comprised of 147 middle level managers, above 25 years of age, working in public and private banks. The organizational commitment questionnaire and the psychological capital questionnaire were administered and descriptive and inferential statistics were used for analysis. On the basis of public and private sector, no significant differences were found on organizational commitment but the public sector employees had significantly higher continuance commitment than the private sector. It was found that there is a significant relationship between psychological capital and organizational commitment. The study has implications for designing psychological interventions to enhance organizational commitment.

The Mediating Effect of Organizational Commitment on the Relationship Between Workplace Resilience and Teacher Professional Identity

“…This implies that workplace resilience is positively correlated with organizational commitment. The result of the study confirms with various authors (Jain & Kumar, 2017;Polat & İskender, 2018) who mentioned that if an organization wants to increase its employees' commitment, it must focus on its psychological capital by offering interventions that target its employees' hope, self-efficacy, resilience, and optimism. As resilience levels increase, peopl e will become more committed to their organizations.…”

“…If an organization wants to increase its employees' commitment, it must focus on its psychological capital by offering interventions that target its employees' hope, selfefficacy, resilience, and optimism (Jain & Kumar, 2017). There is a significant positive relationship between resilience and organizational commitment.…”

Examining the Relationship Among Ethical Leadership, Psychological Capital, and Work Outcomes Through the Lens of Social Identity Theory and Socialization Resources Theory

“…Psychological Capital and Work-Related Outcomes. Prior research has found that PsyCap has a significant impact on enhancing desirable work outcomes, such as job satisfaction (Badran & Youssef-Morgan, 2015;Luthans et al, 2007;Nafei, 2015), organizational commitment (Jain & Kumar, 2017;Luthans et al, 2007;Nafei, 2015), organizational citizenship behavior (Beal et al, 2013;Bouzari & Karatepe, 2017;Nafei, 2015), and performance (Bouckenooghe et al, 2015;Carmona-Halty et al, 2018;Sen & Basim, 2018). PsyCap also reduced undesirable work-related outcomes such as turnover intentions (Agarwal, 2018;Gupta & Shaheen, 2017), deviant behavior (Avey et al, 2012;Norman et al, 2010), cynicism (Avey et al, 2012;Akcay, 2018;Sen & Basim, 2018;Stratman & Youssef-Morgan, 2019), and workplace incivility (Hashemi et al, 2018;Roberts et al, 2011).…”