Psychological Capital and Job Performance: The Mediating Role of Work Attitudes

Kappagoda, U.W.M.R. Sampath; Othman, Hohd Zainul Fithri; Alwis, Gamini De

doi:10.4236/jhrss.2014.22009

Cited by 39 publications

(34 citation statements)

References 58 publications

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“…Third, job attitude represents an individual's degree of being favorable to behaviors and things when working [40][41][42]. Consistent with the studies of Luthans et al [1], Kappagoda, Othman, & Alwis [43] noted a positive relationship between psychological capital and work attitude; we agree that the two variables should be significantly and positively correlated. The result of their study indicates that organizational actors who have high psychological capital are likely to be satisfied and committed to their jobs.…”

Section: Theory and Hypothesessupporting

confidence: 84%

Antecedent and Consequences of Psychological Capital of Entrepreneurs

Wang

Tsai

et al. 2018

Sustainability

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Psychological capital is critical for entrepreneurial resilience and sustainability. The purpose of this study is to examine a comprehensive model of the relationships between the antecedents and consequences of the psychological capital of entrepreneurs. A data sample of 208 entrepreneurs from the Philippines was analyzed with Structural Equation Modeling. The results found that organizational climate, organizational justice, leader-member exchange, authentic leadership have significant and positive influences on psychological capital, while occupational stressor is significantly associated with psychological capital. Among them, authentic leadership has the strongest impact on psychological capital. Results also found that psychological capital has significant and positive influences on entrepreneurs’ job satisfaction, performance, attitude, organizational citizenship behavior, while it also has negative influences on undesirable behavior. Theoretical and practical implications are discussed.

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Section: Theory and Hypothesessupporting

confidence: 84%

Antecedent and Consequences of Psychological Capital of Entrepreneurs

Wang

Tsai

et al. 2018

Sustainability

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“…The rising awareness of positive psychology has recently made researchers realize the unmet need for this approach. Positive psychological capital (PsyCap) is an important positive psychological quality that can effectively predict individual job performance, job satisfaction, and burnout rate by influencing individual subjective wellbeing and social benefits ( Hmieleski and Carr, 2007 ; Ali and Ali, 2014 ; Kappagoda and Alwis, 2014 ; Kwok et al, 2015 ; Youssef-Morgan and Luthans, 2015 ). One study found that work-related wellbeing was significantly influenced by daily positive emotions and personal life satisfaction ( Zhou et al, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

Serial Multiple Mediation of Professional Identity, and Psychological Capital in the Relationship Between Work-Related Stress and Work-Related Well-Being of ICU Nurses in China: A Cross-Sectional Questionnaire Survey

et al. 2020

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This study aimed to investigate the serial-multiple mediation effect of professional identity, psychological capital (PsyCap), work-related stress, and work-related wellbeing among intensive care unit (ICU) nurses in China. The cross-sectional survey was conducted from January 2017 to May 2017 in two Grade III A general hospitals (with more than 2000 beds) in Jining, Shandong Province, China. Cluster sampling was used to recruit participants from the two hospitals. A total of 330 ICU nurses participated in the study. The nurses’ work stress scale, Chinese nurse’s professional identity scale, the PsyCap questionnaire, and Chinese work-related wellbeing scale were used to collect the data. Descriptive analysis, independent-samples t-test, one-way analysis of variance, Pearson correlation analysis, linear regression analysis, and structural equation modeling were used to analyze the data (P < 0.05 was considered statistically significant). The average score for the work-related wellbeing of ICU nurses was 85.91 ± 13.94. Work-related stress, professional identity, and PsyCap correlated significantly with work-related wellbeing. The major predictors of work-related wellbeing were PsyCap, work-related stress, professional identity, and monthly salary. The serial-multiple mediation effects of professional identity and PsyCap in the relationship between work-related stress and work-related wellbeing were statistically significant. Positive professional identity and PsyCap were sequentially associated with decreased work-related stress, which in turn was related to increased work-related wellbeing among ICU nurses. Therefore, this study aims to explore the impact of ICU nurses’ work-related stress on work-related wellbeing, as well as the mediating effect of professional identity and PsyCap. It is hoped that hospital care managers will pay attention to the mental health of ICU nurses, increase their professional identity, and reduce work-related stress to improve the quality of the ICU nursing service and stabilize nursing work.

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“…There is a large body of research proving that overall organizational commitment and its types have a positive impact on employee performance (Negin, Omid, & Ahmad, 2013;Chughtai & Zafar, 2006;Khan, Ziauddin, & Ramay, 2010). For example, Zefeiti and Mohamad (2017) examined the impact of employees' commitment on their productivity in public enterprises in Oman and proved that commitment has a positive and statistically significant impact on employees' productivity.…”

Section: Researchmentioning

confidence: 99%

The impact of employees' commitment on organizational performances

Đorđević

Ivanović-Đukić

Lepojević

et al. 2020

Strategic Management

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This paper examines the impact of employees' commitment on the productivity of organizations in the Republic of Serbia. Employees' commitment represents the willingness of employees to make efforts for the benefit of the organization and the desire to remain in them. It can be seen as: affective, continuous and normative commitment. Affective commitment reflects a belief in the goals of an organization and a willingness to actively participate in its development; normative commitment reflects a sense of obligation on employees to remain in the organization while continuing commitment is due to employees' assessment that leaving the organization causes greater costs than benefits. Previous research shows that all types of commitment have a major impact on the performance of organizations. As the number of empirical studies on this topic in Serbia is limited, this paper examines the impact of each type of organizational commitment on the productivity of organizations in Serbia, as well as the impact of the overall commitment. The aim of the paper was to identify the types of organizational commitment that have the greatest impact on the performance of organizations in Serbia and to propose measures to HR managers whose implementation can improve the operations of domestic organizations. The starting point of the paper was that employees' commitment has a statistically significant effect on organizational performance. To verify the validity of this assumption, a primary survey was conducted. 169 employees of 17 organizations in Serbia were surveyed. By applying correlation and regression analysis methods, it has been proven that overall organizational commitment, as well as its certain types, have a positive impact on the productivity of organizations in Serbia, with the impact of normative commitment on performance greater than other types of commitment. At the same time, the contribution of continuous commitment to the performance of organizations in Serbia is negligible (statistically insignificant). In line with the obtained results, recommendations for human resources managers in Serbia are proposed. The theoretical implications of the paper are reflected in filling the gap in the national literature in the field of organizational commitment, while the empirical implications are reflected in the mechanisms and measures that are proposed at the end of the paper.

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Psychological Capital and Job Performance: The Mediating Role of Work Attitudes

Cited by 39 publications

References 58 publications

Antecedent and Consequences of Psychological Capital of Entrepreneurs

Antecedent and Consequences of Psychological Capital of Entrepreneurs

Serial Multiple Mediation of Professional Identity, and Psychological Capital in the Relationship Between Work-Related Stress and Work-Related Well-Being of ICU Nurses in China: A Cross-Sectional Questionnaire Survey

The impact of employees' commitment on organizational performances

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