Structural Relationship between Personal Image, Organization Communication, Organization Effectiveness and Psychological Capital of Office Employees

Hwang, Yeoun Kyoung; Lee, Chang Seek

doi:10.17485/ijst/2015/v8i25/80002

Cited by 3 publications

(3 citation statements)

References 17 publications

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“…Finally, proposed H5 that there would be a positive and significant relationship between communication and psychological capital was also accepted with a t-value of 3.92. This finding is consistent with a study carried out by Hwang and Lee [22] which discovered organizational communication has a significant influence on psychological capital, meaning that good organizational communication increases the level of hope, optimism, resilience, and self-efficacy (psychological capital). As a result, communication was proven to have an impact on individual psychological capital within the organization.…”

Section: Hypothesis Testingsupporting

confidence: 92%

“…Psychological capital is now attracting positive considerable in the concept that humans are a new paradigm in the development of human resources [22]. Lee and Lee (2018) argued that psychological capital tries to understand the positive aspects of humanity as a new source of competitive advantage and secure continuous growth.…”

Section: Psychological Capitalmentioning

confidence: 99%

“…Organizational communication is an essential process and the most important factor for the preservation and development of an organization [22]. According to Yue et al [25], employees can gain a better understanding of the content and reasons for change through effective internal communication.…”

Section: Communicationmentioning

confidence: 99%

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The Effect of Perceived Organizational Support, Communication, and Psychological Capital on Employee Readiness for Organizational Change

Suhertian¹,

Satrya²

2022

Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 Jul

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Dynamic changes in the external environment forces not only private companies but also public sector organizations to respond and adapt to these changes in order to survive. This research investigated the role of perceived organizational support and communication, mediated by psychological capital, during the process of change in enhancing employee readiness for organizational change. Cross-sectional survey involving 400 employees of an Indonesian public sector institution was analyzed using structural equation modeling (SEM) technique to test seven hypotheses related to employee readiness for change. The results showed that both perceived organizational support and communication were positively associated with readiness for change, with psychological capital as the mediator. This research helps to advance the fields of human resource management and organizational change management by elucidating the significance of perceived organizational support and communication on readiness for change at public sector. It also offers practical guidance on how to improve change readiness in Indonesian public sector, and elsewhere, during times of organizational change.

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Section: Hypothesis Testingsupporting

confidence: 92%

Section: Psychological Capitalmentioning

confidence: 99%