Promoting Innovative Behavior in Employees: The Mechanism of Leader Psychological Capital

Wang, Yanfei; Yi, Chen; Zhu, Yu

doi:10.3389/fpsyg.2020.598090

Cited by 33 publications

(37 citation statements)

References 112 publications

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“…Currently, there are three popular psychological capital theories. Specifically, they are trait theory, state theory, and comprehensive theory (Stratman and Youssef-Morgan, 2019 ; Wang et al, 2021b ). In the context of regional economic development in the Greater Bay Area, psychological capital is interpreted as a kind of psychological resource that can improve the performance of entrepreneurs and is a manifestation of a positive psychological state.…”

Section: Theories and Research Methods Of Psychological Capitalmentioning

confidence: 99%

Efficacy of Entrepreneurs' Psychological Capital on the Performance of New Ventures in the Development of Regional Economy in the Greater Bay Area

Chen

Tao

2021

Front. Psychol.

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The study aims to analyze the relationship between the psychological capital and enterprise performance of the entrepreneurs and provide direction for the optimization of regional economic development and talent introduction mechanism. First, the theoretical basis is established from regional economic development, innovative talent introduction, and individual psychological capital theory, according to which the questionnaire survey is designed, and four dimensions of self-efficacy (C), wish (W), toughness (T), and optimism (O) are selected to set the questions on psychological capital and innovation performance. Then, following statistical analysis, the characteristics of the new ventures are revealed. Finally, based on the empirical research model, the hypotheses are put forward based on psychological capital and its four subdimensions, and the relationship between the efficacy of the psychological capital and the performance of new ventures of the entrepreneurs is revealed through regression analysis. The results show that the proportion of the computer and education industry in the new ventures reaches 67.7%, and the proportion of enterprises with 1–5 entrepreneurial years reaches 78%. Meanwhile, the proportion of first-time entrepreneurship is 60.5%, and the proportion of entrepreneurs motivated by their ideal reaches 35.8%. The new entrepreneurs have a good grasp of the market situation, and the overall operation condition is stable. Most of them originate from micro and small enterprises (MSE). Psychological capital has a great influence on individual entrepreneurship. The empirical results show that the psychological capital of entrepreneurs has a positive effect on the performance of new ventures. Except for the subdimension of O, the other three subdimensions (C, T, and W) of psychological capital have a positive effect on the performance of new ventures, and psychological capital as a whole has the greatest impact. The results provide a reference for the relationship between the performance improvement of new ventures and regional economic development.

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Section: Theories and Research Methods Of Psychological Capitalmentioning

confidence: 99%

Efficacy of Entrepreneurs' Psychological Capital on the Performance of New Ventures in the Development of Regional Economy in the Greater Bay Area

Chen

Tao

2021

Front. Psychol.

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“…Such teams look for ways to increase resources at hand and minimize demands Not only PsyCap of employees, studies have found support for role of leader's PsyCap in creating safe climate which encourages employees to take risks without fear. This in turn promotes innovative behaviour among employees (Wang et al, 2021).…”

Section: Individual Level Analysismentioning

confidence: 99%

Psychological Capital for Competitive Advantage: A Review

Mridul¹,

Sharma²

2021

HIPA

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Increased competition among businesses demands adequate attention towards steps which would ensure business survival in long run. Businesses must build on their strengths which in turn depend upon their employee’s strengths. One of such strengths is employee’s positive Psychological Capital which comprises of self-efficacy, optimism, hope and resilience. Employee’s Psychological Capital has been linked to key driver of sustainable competitive advantage in today’s business scenario that is innovation. This review focuses upon studies determining the relationship between Psychological Capital and innovation. The review suggests that Psychological capital is a significant predictor of innovation among employees working in various sectors. Positive leadership styles such as Authentic, transformational leadership etc. and favourable organizational climate are found to foster Psychological Capital among employees. Although at individual level there are studies linking Psychological Capital with innovative behaviour, but less number of studies have examined the role of team or collective Psychological Capital in predicting overall innovation within the organizations.

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“…Kajian mengenai faktor pendorong kepada tingkah laku inovatif pekerja terus meningkat dan masih mendapat perhatian penyelidik (Wang et al 2021). Secara spesifiknya, faktor-faktor yang dikaji dapat diklasifikasikan kepada faktor individu dan faktor kontekstual (Wang & Zhu 2018).…”

Section: Kajian Literatur Dan Pembangunan Hipotesis Tingkah Laku Inovatif Pekerjaunclassified

“…Berdasarkan beberapa ulasan kajian lepas mengenai pendorong kepada tingkah laku inovatif pekerja, kebanyakan kajian memfokuskan kepada perspektif kontekstual dan individual (Marin-Garcia et al 2011). Hasil dapatan kajian lepas membuktikan pekerja yang mempunyai bakat tersendiri mampu berfikir di luar kotak, mempunyai sifat keterbukaan, mempunyai pemikiran kritikal dan kreatif dan bersikap positif dan mampu mendepani cabaran (Parzefall et al 2008) di samping mendapat sokongan dari pihak pengurusan serta persekitaran organisasi yang kondusif (Wang et al 2021). Selain dari memfokuskan kepada pekerja dari semua generasi secara umum, kajian secara spesifik kepada generasi Milenial adalah wajar dijalankan memandangkan jumlah mereka yang semakin meningkat di tempat kerja serta memiliki karakteristik yang unik (Zelga 2018).…”

Section: Kajian Literatur Dan Pembangunan Hipotesis Tingkah Laku Inovatif Pekerjaunclassified

Penggunaan Media Sosial di Tempat Kerja dan Tingkah Laku Inovatif Pekerja dalam Kalangan Milenial

Hamid

Ismail²

2021

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Penyumbang utama kepada inovasi organisasi adalah pekerja yang mempunyai tingkah laku inovatif. Kajian ini menekankan kepentingan penggunaan media sosial di tempat kerja dalam mendorong tingkah laku inovatif pekerja. Konteks kajian adalah generasi Milenial kerana mereka sedang mendominasi alam pekerjaan dan menerajui inovasi organisasi. Oleh itu, objektif kajian ini adalah untuk menguji penggunaan media sosial yang mampu memupuk tingkah laku inovatif dalam kalangan Milenial di tempat kerja dan karakteristik kerja Milenial sebagai pengantara hubungan tersebut. Borang soal selidik diagihkan secara atas talian kepada pekerja Milenial di beberapa buah organisasi di Malaysia. Data yang diperolehi telah diuji menggunakan kaedah PLS-SEM dan hasil kajian menunjukkan terdapat hubungan yang signifikan antara penggunaan media sosial dengan tingkah laku inovatif pekerja Milenial dan karakteristik kerja Milenial adalah pengantara separa hubungan tersebut. Kajian ini dapat menambahkan bukti empirikal kepada badan pengetahuan dan secara praktikalnya organisasi perlu peka dengan corak pengurusan kerja Milenial yang seiring dengan perkembangan teknologi.

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Promoting Innovative Behavior in Employees: The Mechanism of Leader Psychological Capital

Cited by 33 publications

References 112 publications

Efficacy of Entrepreneurs' Psychological Capital on the Performance of New Ventures in the Development of Regional Economy in the Greater Bay Area

Efficacy of Entrepreneurs' Psychological Capital on the Performance of New Ventures in the Development of Regional Economy in the Greater Bay Area

Psychological Capital for Competitive Advantage: A Review

Penggunaan Media Sosial di Tempat Kerja dan Tingkah Laku Inovatif Pekerja dalam Kalangan Milenial

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