Too-Much-Of-A-Good-Thing Effect of External Resource Investment—A Study on the Moderating Effect of Psychological Capital on the Contribution of Social Support to Work Engagement

Abstract

Built on the job demands-resources model (JD-R) and self-determination theory, the present research proposed that the relationship between work resources (social support) and employees’ work engagement takes on an inverted U-shaped curve, and presents a model of the moderation of personal resources (psychological capital) on the relationship. The hypotheses were tested by hierarchical regression analysis and path analysis with 535 surveys collected in 19 enterprises. The findings demonstrated an inverted U-shaped curve relationship between enterprises’ social support and employees’ work engagement and further suggested that the predicting effect of social support on work engagement is influenced by employees’ psychological capital, that is to say, the transformation from social support to work engagement bears higher efficiency in employees with high psychological capital than in those with low psychological capital. However, psychological capital fails to display a moderating effect on the curve relationship between social support and work engagement. The present study, casting doubt on the assumption that enterprise supply must meet the needs of employees, argued that the effectiveness of enterprises’ resource support is influenced by the individual needs of employees.

Work Engagement and Associated Factors Among Dental Nurses in China

“…Although perceived social support was positively correlated with work engagement (r=0.414, p<0.01) in the univariate analysis, it was not positively associated with work engagement (b=0.077, p>0.05) in the hierarchical regression analysis. This inconsistency may be due to perceived social support acting as a mediator between perceived social support and work engagement [56].…”

Analysis on Influences of College Students’ Psychological Capital in Entrepreneurial Learning Engagement

“…The PC of subjects with a monthly income of more than 6,000 yuan was significantly higher than that of others. The reason may be that the family's material wealth conferred a certain degree of confidence in students to a certain extent, and since the parents of students with better family status often had a higher educational level and good family education, these made students have higher PC (Xi et al, 2020). In addition, the structural equation model was also used to analyze the mediating effect of PEs, and it was found that the indirect path coefficients of PEs and psychological learning investment after joining the PC were 0.106 and 0.211, respectively, so there was no significance.…”

Caracterización del capital psicológico en el profesorado: una revisión sistemática

“…Al mismo tiempo, el capital psicológico fomenta la motivación, el compromiso con el trabajo y el rendimiento en el profesorado. Estos resultados son similares a los descritos en otros profesionales y en estudiantes, y demuestran la importancia de desarrollar el capital psicológico para promover el buen desempeño (Carmona-Halty et al, 2019;Ko y Choi, 2019;Soni y Rastogi, 2019;Tisu et al, 2020;Xi et al, 2020). En este sentido, se defi ende que la confi anza en lograr los objetivos y el éxito y la creencia en las propias capacidades que caracterizan al capital psicológico propician la motivación y el rendimiento (Carter y Youssef-Morgan, 2019;Newman, Ucbasaran, Zhu y Hirst, 2014;Youssef-Morgan y Luthans, 2015).…”

“…Se encontró asimismo que el liderazgo auténtico del personal de dirección y el apoyo social de colegas predicen el capital psicológico del profesorado (Adil y Kamal, 2016Kamal, , 2018Aria et al, 2019;Li et al, 209;Shin y Jun, 2019). Estos resultados coinciden con los descritos entre personal de compañías multinacionales (Munyaka, Boshoff, Pietersen y Snelgar, 2017;Xi et al, 2020). Por lo tanto, se constata que en las instituciones educativas se debería emplear un liderazgo positivo y promover la formación de redes de apoyo social entre compañeros para potenciar el desarrollo del capital psicológico.…”

“…El desarrollo del PCQ ha permitido evaluar el capital psicológico en personal laboral de organizaciones, relacionándolo con factores laborales positivos como la motivación, la satisfacción, el compromiso, el desempeño y el rendimiento (Avey, Reichard, Luthans, Mhatre, 2011b;Gong, Chen y Wang, 2019;Tisu , Lupșa, Vîrgă y Rusu, 2020;Xi, Xu y Wang, 2020;Ye, Ren, Li y Wang, 2020). También se ha asociado el capital psicológico con la salud del personal laboral y con bajos niveles de estrés crónico o burnout (Avey et al, 2011b;Gong et al, 2019).…”