Impact of psychological capital on innovative performance and job stress

Abstract

We investigated the impact of psychological capital (PsyCap) on supervisory‐rated innovative performance and job stress. Data collected from a diverse sample (N = 237 paired responses) of employees from various organizations in Pakistan provided good support for the hypotheses. The results indicate that PsyCap is positively related to innovative job performance and negatively related to job stress. High PsyCap individuals were rated as exhibiting more innovative behaviours by their supervisors than low PsyCap individuals. Particularly, we found that high PsyCap individuals were more likely to generate, acquire support for, and implement novel ideas in their workplace. Similarly, individuals with high PsyCap reported lower levels of job stress as compared to their low PsyCap counterparts. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.

The Effect of Psychological Capital on Innovation in Information Technology

“…This finding is in line with previous studies (e.g. Jafri, 2012;Rego et al, 2012;Abbas and Raja, 2011). The results also show that 45 percent of changes and variances of scores related to innovation in IT can be explained through a combination of all predicting elements of self-efficacy, hope, optimism, and resilience.…”

“…Psychological capital has been proven to have a significant effect on enhancing innovation in an organization (e.g., Jafri, 2012;Luthans and Avey, 2011;Abbas and Raja, 2011;Rego et al, 2012). Jafri (2012) believes that psychological capital and its dimensions (i.e.…”

“…Jafri (2012) believes that psychological capital and its dimensions (i.e. self-efficacy, hope, resilience, and optimism) affects employees' innovative behavior to a large extent and could even predict their innovative behavior; therefore, innovative behavior seems to be an essential factor for all the organizational levels in order for fostering innovation; besides, innovation is crucial for an effective and efficient performance of the organization (Abbas and Raja, 2011). In a study on two Pakistani banks, it was found out that individual with high self-efficacy, hope, resilience, and optimism show more creative and innovative behaviors in using IT.…”

“…Psychological capital, which fosters innovation inside the organizations through creating a good context, has attracted the attention of many papers in the literature (e.g. Jafri, 2012;Rego et al 2012;Abbas and Raja, 2011;Luthans and Avey 2011).…”

Do Hope Foster Innovative Work Behavior through Employee Engagement and Knowledge Sharing Behavior? A Conservation of Resources Approach Using MPLUS tool

“…Recent meta-analytic studies reveal that there are studies linking psychological resources to satisfaction outcomes (Dawkins, Martin, Scott & Sanderson, 2013). However, empirical research about personality variables activating IWB in the ICT management literature is yet limited (Abbas & Raja, 2015). Realizing this gap in existing research, this study examines the impact of hope on job and organizational engagement simultaneously.…”