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Psychological Capital: A positive resource for combating employee stress and turnover
Abstract
Workplace stress is a growing concern for human resource managers. Although considerable scholarly and practical attention has been devoted to stress management over the years, the time has come for new perspectives and research. Drawing from the emerging field of positive organizational behavior, this study offers research findings with implications for combating occupational stress. Specifically, data from a large sample of working adults across a variety of industries suggest that psychological capital (the positive resources of efficacy, hope, optimism, and resilience) may be key to better understanding the variation in perceived symptoms of stress, as well as intentions to quit and job search behaviors. The article concludes with practical strategies aimed at leveraging and developing employees' psychological capital to help them better cope with workplace stress. copyright 2009 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR] Copyright of Human Resource Management is the property of John Wiley & Sons, Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
... This study aimed to examine predictors and mediators of Psychological Capital among university students based on their relationships with Career Resources, Employability, and Career Adaptability. To achieve this, theoretical frameworks from positive organizational psychology (Luthans, 2002) were used, drawing upon the psychological capital construct (Avey et al., 2009;Matos & De Andrade, 2021). In addition to the perspective of career construction (Savickas et al., 2009), the study also adopted the perspective of career adaptability (Savickas & Porfeli, 2012). ...
... In the case of Brazilian university students, research has demonstrated that psychological capital, in its hierarchical structure, stimulates aspects of career success and adaptability (Silva & De Andrade, 2019). The importance of psychological capital for personal and professional development has grown, gaining prominence in the scientific field (Avey et al., 2009). This personal resource, when combined with career resources associated with concern, control, confidence, and curiosity, helps individuals to navigate contemporary occupational processes. ...
The purpose of this study was to examine predictors and mediators of Psychological Capital among university students based on their relationships with Career Resources, Employability, and Career Adaptability. Through a two-stage data collection survey, 433 Brazilian university students evaluated the research. The results indicated that individual psychological capital fosters career resources and explains the future employability perspectives of university students. Furthermore, psychological capital promotes the development of adaptability resources, and both adaptability and psychological capital contribute to the creation of career resources. Therefore, the discussion encompasses the theoretical and practical applications of constructs related to self-management in careers, proposing systematic interventions with career services for the population of students transitioning from the university to the workplace.
... Psychological capital is the essence of an individual, representing the positive psychological state of personal development (Avey et al., 2009). Psychological capital is a high-level core structure described by four different factors: self-efficacy, optimism, hope, and resilience (Avey et al., 2009). ...
... Psychological capital is the essence of an individual, representing the positive psychological state of personal development (Avey et al., 2009). Psychological capital is a high-level core structure described by four different factors: self-efficacy, optimism, hope, and resilience (Avey et al., 2009). Self-confidence denotes the capacity for self-assurance and trust in individual capabilities. ...
... training interventions that focus on building self-efficacy, optimism, and resilience can positively influence an individual's level of psycap. Moreover, James et al. (2009) proposed that access to job resources such as autonomy, social support, and opportunities for growth and development can contribute to the development of psycap. employees who perceive their work environment as rich in resources are more likely to experience higher levels of self-efficacy, optimism, and resilience (James et al., 2009). ...
... Moreover, James et al. (2009) proposed that access to job resources such as autonomy, social support, and opportunities for growth and development can contribute to the development of psycap. employees who perceive their work environment as rich in resources are more likely to experience higher levels of self-efficacy, optimism, and resilience (James et al., 2009). ...
This study delves into the potential role of psychological capital (PsyCap) on social psychology (SocPsych) within the realm of supply chain management (SCM). By exploring dimensions such as trust, power, perception, and social factors, it seeks to unearth their collective potential in optimizing SCM practices. The research employs a hybrid search strategy, seamlessly integrating backward snowballing and forward snowballing techniques, yielding a robust dataset of 344 sources. After rigorous analysis, 60 sources, comprising academic journals, review journals, and books from Web of Science and Scopus, were selected for review. The findings provide theoretical insights into the role of PsyCap in shaping SocPsych, a critical factor in enhancing SCM performance. Additionally, potential barriers within SCM practices are also explored. However, it is crucial to emphasize the necessity for further empirical investigations to validate these proposed relationships and mechanisms within the complex landscape of real-world supply chain contexts. Despite inherent limitations, this study provides valuable insights that can guide future research endeavors and practical applications in the dynamic field of SCM. The integration of psychological and social dimensions holds promises to redefine and elevate SCM strategies for the benefit of organizations worldwide, specifically in the endemic era.
... R. Maddi, 2004). This role identification and commitment of psychologically hardy individuals regarding life leads to increased vitality (Avey et al., 2009), which further increases the happiness of the individual (Peterson & Seligman, 2004). ...
... The study findings reported that psychological hardiness predicted happiness both directly and indirectly via the parallel mediating mechanism of vitality and materialistic values leading to the acceptance of H4. These findings are in line with the previous research evidence which suggest that the individuals high on psychological hardiness are characterized by vitality and aliveness (Avey et al., 2009) and lower levels of materialistic values (Kasser & Ahuvia, 2002), which in turn leads to greater happiness and well-being (Kashdan & Breen, 2007). ...
The quest for happiness is highly esteemed in every culture. Based on the theory of the positive activity model, the current study examined the role of psychological hardiness in happiness among youth. The study also investigated the parallel mediating role of vitality and materialistic values in the relationship between psychological hardiness and happiness. Data were collected from 414 youths selected through purposive sampling techniques. The variables of the study were measured through standardized instruments. Findings generated through structural equation modelling with the maximum likelihood estimation technique revealed that psychological hardiness was a significant predictor of happiness. Additionally, vitality and materialistic values partially mediated the relationship between psychological hardiness and happiness. The present study is one of the first to include vitality and materialistic values as a parallel intermediary mechanism to explain the relationship between psychological hardiness and happiness. Implications of the study are discussed in light of the study findings.
... Resiliency refers to sustainability and the ability to recover to attain success, especially once a person is affected by problems and hardship (Luthans and Youssef, 2007). In previous studies, it has been shown that these dimensions complete each other, thus an enhanced forecast delivers when they are examined jointly rather than as a distinct construct (Avey et al., 2009). ...
... Previous literature mostly supports the link between each dimension of Psy.Cap and IWB. Hence, it is shown that hopeful persons have high capabilities to set realistic and challenging goals, being risk-takers, have the ability to find alternative pathways and energize to pursue them effectively (Avey et al., 2009;Fatma et al., 2021;Snyder, 2002). Consistent with a survey conducted by Luthans et al. (2007a, b), hopeful individuals are more creative, specifically when the organizational budget is tight. ...
Abstract
Purpose
This paper explores the direct and indirect effects of family emotional, social and organizational support on Innovative Work Behavior (IWB) through psychological capital (Psy.Cap).
Design/methodology/approach
Selected by conducting stratified random sampling techniques, 397 employees completed a questionnaire. We used structural equation modeling and multi-group testing by Smart-PLS3 to analyze the data.
Findings
Findings reveal that all sources of social-emotional support, including family, supervisor and co-worker support, positively affect Psy.Cap. Moreover, Psy.Cap mediates the effect of family, co-workers and supervisors' emotional support on IWB. The multi-group analysis indicates that all relationships in the model are significant for both groups of males and females; however, there are no significant differences in the link between organizational support and psychological capital, as well as family and co-worker support and innovative work behavior between males and females. The study's results demonstrate the significantly higher impact of family emotional support – Psy.Cap and supervisor support on IWB amongst females compared to their male counterparts.
Originality/value
The implications of this research highlight the importance of considering affective factors on employees’ IWB, as well as the differences between genders in this regard.
... This has resulted in a multitude of studies that primarily concentrate on analyzing individual-level factors (e.g. Avey et al., 2009;McKenny et al., 2013;Bergheim et al., 2015;Salanova et al., 2021;Hartmann et al., 2020). Furthermore, scholars have conducted investigations on psychological capital within the context of teams (e.g. ...
... Previous studies have investigated the impact of psychological capital on employees' attitudes toward disengagement or intention to quit (e.g. Avey et al., 2008Avey et al., , 2011Avey et al., 2009). ...
Purpose
This literature review aims to explore the various aspects of psychological capital (PsyCap), including its theoretical foundations, measurement methods, and the factors directly associated with PsyCap.
Design/methodology/approach
The approach employed in this study is scientific document synthesis, with a specific emphasis on scholarly articles published between 2001 and 2023. The selection of articles is limited to those published in internationally renowned journals that are indexed by reputable databases, including ISI (WoS) and SJR (Scopus).
Findings
Psychological capital is closely linked to other concepts at different levels. Scholars are investigating various factors associated with PsyCap, including health, project success, service marketing, banking services. It is important to note that different research areas have varying conceptualizations and scales when it comes to PsyCap.
Originality/value
This literature review of related studies reveals a growing global interest among researchers in the concept of positive psychological capital. The research results have shown significant interest in the items related to PsyCap, and and the factors directly associated with it, including antecedents, mediators, moderators, and outcomes.
... Furthermore, organizational excellence (OE), which denotes the capacity to consistently surpass rivals, constitutes another pivotal outcome of efficacious Strategic Human Resource Management practices (Akanmu et al., 2022;Aro-Gordon & Al-Raeesi, 2022). In the domain of hospitality, where service quality serves as a fundamental determinant of success, the attainment of excellence necessitates both streamlined processes and proficient management, alongside committed personnel (Avey et al., 2009). SHRM facilitates the establishment of an environment in Thailand hotels where operational excellence becomes the norm, resulting in augmented service delivery and heightened customer satisfaction (Ratchaphong & Pechdin, 2022). ...
... Self-efficacy has been found to be strongly correlated with work-related performance (Stajkovic and Luthans, 1998a) and to be readily developable in workplace settings (Bandura, 1997(Bandura, , 2000. PsyCap has been linked to several workplace outcomes including performance and satisfaction, , decreases in stress and turnover, (Avey, Luthans, & Jensen, 2009), and reduced absenteeism (Avey, Patera, & West, 2006). ...
Rationale of Study – This study investigated psychological capital and information literacy skills as determinants of job performance of academic library employees of state universities in South-West, Nigeria. The specific objectives are to determine the levels of psychological capital, information literacy skills and job performance of the respondents and to ascertain the relationships among psychological capital and job performance of the respondents.Methodology – The survey research design was adopted. The total enumeration technique and validated questionnaire were used to gather data on a population size of 140 academic library employees with 100 percent response rate achieved.Findings – The findings revealed that psychological capital (r=0.636, p<0.05) and information literacy skills (r=0.682, p<0.05) had significant relationships with job performance of the respondents. Also, psychological capital had significant relationship with information literacy skills of the respondents (r=0.716; P<0.05). More importantly, psychological capital and information literacy skills significantly determined job performance of the respondents (F=60.004, df=2; 115; Adjusted R square=0.5020; P<0.05).Implications – The study demonstrates that psychological capital and information literacy skills are critical ingredients in enhancing job performance of academic library employees in state universities in South-West, Nigeria.Originality – Few study has been done on psychological capital and information literacy in relation to job performance of academic library employees.
... Healthcare professionals often face high levels of stress and burnout due to the demanding nature of their roles. The presence of positive psychological capital can serve as a protective factor, aiding employees in coping with stressors and maintaining their wellbeing (Avey et al., 2009). This finding is particularly relevant in the Algerian healthcare context, where public hospitals face numerous challenges, including resource constraints and high patient loads. ...
Purpose: The purpose of this study is to explore the impact of positive psychological capital on enhancing employee well-being within healthcare organizations, with a focus on public hospitals in Algeria. The aim is to gain insights from administrators working in these institutions to understand how positive psychological capital influences employee well-being. Theoretical Reference: The study is grounded in the theory of positive psychology, specifically focusing on the concept of psychological capital. It seeks to understand how positive psychological resources such as optimism, resilience, hope, and self-efficacy contribute to the well-being of employees in healthcare settings. Methodology: The methodology employed involves surveying 97 administrators from public hospitals in Algeria. An electronic questionnaire was distributed to gather data, and analysis was conducted using SmartPLS4 software, which utilizes the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. This approach allows for examining the relationships between variables, particularly the influence of positive psychological capital on employee well-being. Findings: The findings indicate a significant role of positive psychological capital in promoting employee well-being within healthcare organizations. The study reveals that enhancements in positive psychological capital correlate with increased levels of psychological, social, and physical well-being among employees. These results underscore the importance of fostering positive psychological resources in healthcare work environments to support the well-being and performance of staff members. Implications for Theory and Practice: The study contributes to theoretical understanding by emphasizing the importance of positive psychological capital in healthcare settings. It suggests that interventions aimed at enhancing positive psychological resources can lead to improvements in employee well-being and overall organizational performance. Practically, the findings suggest that healthcare organizations in Algeria should prioritize strategies that cultivate positive psychological capital among employees to foster a supportive and thriving work environment. Originality: This research offers original insights into the relationship between positive psychological capital and employee well-being in the context of healthcare organizations in Algeria. By focusing on public hospitals and involving administrators in the study, it provides unique perspectives that contribute to the existing literature on positive psychology and organizational well-being. The study's findings fill a gap in understanding the role of positive psychological resources in promoting employee well-being within healthcare settings, particularly in the Algerian context.
... In general, we have identified what is commonly found in the literature. PsyCap shows positive relationships with job performance, such as work engagement (Avey et al., 2011;Cid et al., 2021;Newman et al., 2014), and negative relationships with undesirable phenomena, such as work stress (Avey et al., 2009;Avey et al., 2011;Cid et al., 2021). ...
Introduction: Health organisations need to attract and retain health professionals as well as protect and improve their mental health following the premises of positive psychology, particularly with regard to positive psychological capital. Objective: This review aimed to map studies that addressed positive psychological capital in empirical research with samples of health professionals. Method: A systematic literature review of articles addressing positive psychological capital in samples of physicians and nurses was conducted. The search for primary studies was carried out in April 2023, in the databases: PubMed, CINAHL, MEDLINE, Nursing & Allied Health Collection, Scopus and Web of Science. Results: 20 articles were included in the review in which the main concepts with which positive psychological capital was related were analysed, according to their nature, positive or negative, observing the role that positive psychological capital assumed as a variable, the instruments used to measure this concept and the statistical analysis performed. Conclusions: Positive psychological capital was positively associated with work engagement, perceived organisational support, intention to stay, positive aspects of the work environment, innovative behaviours, and leader-member exchange. Furthermore, this concept was negatively related to work stressors, emotional exhaustion, and psychological distress. The main gap highlighted in the primary studies was the use of cross-sectional designs, which prevent the inference of causality. These results reinforce the need for an intervention with regards to physicians and nurses based on the development of positive psychological capital.
... PsyCap is a construct that represents a good psychological condition in an individual's growth and the second order of human nature (Avey et al., 2009). According to Hsing-Ming et al. (2017), PsyCap is positive psychological states that can be raised and developed, rather than traits that are relatively stable and difficult to change. ...
Teacher professional commitment is vital for developing school organization, including teacher performance and students’ achievement. Accordingly, this study aims to investigate teachers’ professional commitment through emotional intelligence, psychological capital, and interpersonal communication perspective, along with discovering a novelty in mediating the role of interpersonal communication on the relationship between emotional intelligence and psychological capital with teachers’ professional commitment. The researchers created a Likert scale model questionnaire and shared it with 522 government-employed Indonesian teachers of junior and senior high school determined by accidental sampling from seven provinces. Structural equation modeling supported by correlational, descriptive, and common method bias analyses is used in data analysis. Emotional intelligence, psychological capital, and interpersonal communication were found having a direct influence on teachers’ professional commitment in this study. Furthermore, interpersonal communication has mediated the indirect influence of emotional intelligence and psychological capital on teachers’ professional commitment. It has been established that a novel model of interpersonal communication mediates the impact of emotional intelligence and psychological capital on teachers’ professional commitment. As an implication, teachers’ professional commitment can be increased through improved emotional intelligence, psychological capital, and interpersonal communication. Therefore, the new empirical model can be discussed in-depth and critically before being used and modified by researchers and practitioners in their work in the future.
... By contrast, the present study proposed that employees may develop resilience as a result of information received from the culture and environment of their organization. Additionally, although studies (Avey et al., 2009;Youssef & Luthans, 2007) have primarily emphasized the role of positive resources in enhancing resilience, the present study explored enhancing resilience through the influence of social information. Specifically, this study focused on power distances as social information that strengthens the association between employee bricolage and resilience. ...
This study investigated the role of bricolage behavior in fostering team members’ resilience and regulating negative emotions in the workplace and explored the moderating effect of team-level power distance on the association between bricolage and resilience. Data were collected from 63 small teams of registered nurses, and a cross-level model was employed to evaluate the hypothesized relationships. The results of the analysis demonstrated that team members’ bricolage behavior is positively correlated with resilience and that this association is stronger when the team-level power distance is higher. Additionally, resilience mediates the association between bricolage and negative emotions. Therefore, this study proposes bricolage as a behaviorally oriented approach to enhancing workplace resilience and emphasizes the importance of cultural factors, such as power distance, to understanding the boundary conditions of the bricolage–resilience relationship. Future research should explore other cultural dimensions and examine the role of bricolage in various organizational contexts. Organizations should encourage and support bricolage behavior to foster resilience and counteract negative emotions, and managers should consider the effect of team power distance on the effectiveness of bricolage behavior.
... Studies in the past have evidently put psychological resilience as an effective trait to overcome stress and burnouts (e.g., Hao et al., 2015;Taku, 2014, Xu et al., 2013Zhang, 2013). The capacity to adapt and endure adversity during the process or organisational change, when complemented by a higher level of emotional stability, enhance employees' perceptions of control throughout the change process thereby fostering greater psychological well-being among employees (Avey et al., 2009). Notably, our study contributed to the existing body of literature by demonstrating the mediating effects on all tri-dimensions of resistance individually. ...
The increasing prevalence of global transformations has led to a surge in organisational changes worldwide. Consequently, the anticipation of employee resistance and its impact on organisational development has become a vital concern in the field of organisational psychology. This study aims to comprehensively explore employee resistance to organisational change within the energy industry, considering several critical factors, including psychological well-being, organisational citizenship behaviour, organisational support, and psychological resilience. A total of 313 employees from an organisation in the energy industry in Malaysia. Participants completed measures on attitude towards organisational change, psychological well-being, organisational citizenship behaviour, perceived organisational support, and psychological resilience. The results from our study showed significant relationships between employee resistance to organisational change, psychological well-being, and organisational citizenshipbehaviour. The findings also indicated significant mediating effect of perceived organisational support in the relationship between organisational change and psychological well-being. Further, the results also showed that psychological resilience was a significant mediator between organisational change, psychological well-being, and organisational citizenship behaviour. The implications from the study include increase in transparency in organisation, leaders as change agent, and brief coaching for employees to increase organisational resilience.
... p = 0.000), indicating that higher stress is associated with lower employee retention. This negative correlation (r = -0.490) is consistent with findings in the literature, where excessive work stress is often linked to higher turnover intentions (Avey, Luthans and Jensen, 2009). High stress levels in the banking sector may arise from heavy workloads, tight deadlines, regulatory pressures, and the fast-paced nature of the industry. ...
This study examines the impact of work-life balance, job satisfaction, and stress levels on employee retention in the banking sector. Utilizing a sample of 300 banking employees, data were collected through structured questionnaires and analyzed using multiple regression analysis. The findings indicate that work-life balance and job satisfaction have significant positive effects on employee retention, while stress levels negatively affect retention. Work-life balance emerged as the strongest predictor of retention, followed by job satisfaction. The results highlight the importance of creating a supportive work environment to improve retention rates in the banking industry. Practical implications suggest that banking companies should focus on fostering employee well-being and reducing workplace stress to retain talent. This study contributes to the existing literature on employee retention by providing insights into the banking sector, offering managerial strategies to reduce turnover, and enhancing overall employee satisfaction.
... There hasn't been much discussion of the function psychological capital plays in helping true leaders inspire their followers. According to , Avey et al. (2009), Walumbwa et al. (2010), and Norman et al. (2010, psychological capital is a term used to describe a person's positive psychological development and is defined by four essential components: resilience (the capacity to persevere through difficulties and overcome setbacks) and efficacy (the assurance to take on and devote effort to challenging tasks). Studies indicate that including psychological capital into the analysis of leadership and positive behavioral outcomes, like organizational IJMRES 14(3) 2024, 201-222 citizenship behavior (OCB), can result in a more comprehensive approach (Gardner et al., 2005;. ...
The purpose of this research is to determine the effects of authentic leadership on innovative work behavior (IWB) in the context of Pakistan’s public sector organizations, with the mediating effect of psychological capital and moderation by organizational unfairness. This study adopted a quantitative research design and questionnaires were used to collect data from 314 respondents, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. The outcomes show that the degree of authentic leadership has a positive impact on the level of IWB. As in the case of psychological capital, it is effective in mediating this relationship, thus underlining the significance of leaders supporting self-efficacy, hope, resilience, and optimism among the workforce to enhance innovation. Furthermore, the organizational unfairness to a great extent moderates the relationship between authentic leadership and IWB; the role of the right environment in encouraging employees’ innovation. This research fills the gap in the literature by describing and explaining authentic leadership and innovation in the context of the public sector organizations. The managerial implications stress the significance of the leadership development initiatives aimed at strengthening the authentic leadership in organizations and creating the supportive environment that would help improve creativity and organizational performance.
... On the other hand, according to Mintzberg (1990), being a manager entails possessing competencies that enable the fulfillment of the administrative process: planning, organizing, directing, and controlling; for this purpose, the future graduate requires aptitudes and attitudes that allow them to confront an increasingly globalized business environment (Kankaanranta, 2010), at a highly stressful pace (Avey, 2009), and where they must perform a diverse and complex range of functions. Likewise, they must develop the ability to identify business opportunities, establish companies, and effectively lead projects with initiative, proactivity, selfmanagement skills, planning, communication skills, and problem-solving and decision-making capabilities, among others (Sanabria, 2019). ...
The entrepreneurship culture in young individuals is characterized by a set of traits and qualities that foster and promote the entrepreneurial spirit and the pursuit of opportunities for creation and innovation. In the case of vocational students, these traits may be manifested as attitudes, knowledge, and skills exhibited within specific contexts. The conducted study aimed to analyze the entrepreneurship culture in young Administration and Law students, as well as to compare this culture based on their educational profiles, considering two variables. An instrument was administered to a population comprising 582 students. The findings lead to the conclusion that both Administration and Law students exhibit a promising level of entrepreneurial spirit, which can be further enhanced through their vocational education.
... Recent studies have shown that PsyCapcould be a predictor of positive outcomes such as job performance, job satisfaction, and organizational commitment (Luthans, Avolio, Avey, & Norman, 2007;Paek, Schuckert, Kim, & Lee, 2015); engagement and organizational citizenship behavior (through positive emotions) and lower cynicism and deviance (Avey, Wernsing, & Luthans, 2008); and less stress symptoms, intentions to quit, and job search behavior (Avey, Luthans, & Jensen, 2009). Gupta and Singh (2014) have found that PsyCap acts as a mediator between leadership and creative performance behavior. ...
The article examines the burgeoning field of positive psychology within organizational contexts. Positive psychology, which focuses on enhancing individual strengths and well-being rather than merely addressing weaknesses, has significant implications for workplace environments. The purpose of this review is to synthesize existing research on positive psychology in the workplace, identify conceptual and methodological challenges, and propose future research directions to overcome these obstacles. The methodologically it employed a comprehensive literature review of key concepts such as well-being, strengths, and positive organizational behavior. The article critically analyzes how these concepts are currently applied in organizational settings and highlights the difficulties researchers face in this field, including issues with measurement, cultural variability, and the practical integration of positive psychology principles into workplace practices. The article emphasizes the potential of positive psychology to transform organizational environments by fostering employee well-being and enhancing overall performance. However, the review also underscores the need for further research to address the identified challenges. The author calls for interdisciplinary approaches, more longitudinal studies, and the development of robust theoretical frameworks to better understand and implement positive psychology in the workplace. By addressing these gaps, future research can more effectively leverage positive psychology to create healthier, more productive organizational environments.
... Higher levels of PsyCap correlated with reduced burnout and increased educational satisfaction, which in turn were associated with decreased dropout intentions. These results support previous studies that highlight PsyCap as a relevant psychological asset fostering well-being and academic success (Avey et al., 2009;Barratt and Duran, 2021;Luthans et al., 2007a;Sweet and Swayze, 2023). Moreover, this relationship emphasizes the potential of PsyCap to improve academic and emotional outcomes and to act as a buffer against the development of affective disorders within the stressful environment of medical education. ...
Background Burnout is a pervasive issue among medical students, exhibiting a high prevalence that jeopardizes their academic success and may also predispose them to more severe affective disorders such as depression. This study aims to explore the complex relationships between psychological capital (PsyCap), general social support, educational satisfaction, and burnout, and how these factors collectively influence dropout intentions. Methods A non-probabilistic convenience sample was collected through an online survey from first- and second-year medical students at a Faculty of Medicine in Portugal. The survey employed psychometric instruments to measure burnout (BAT-12), social support (F-SozU K-6), PsyCap (CPC-12R), satisfaction with education, and dropout intentions (Screening Instrument for Students At-Risk of Dropping Out). Structural equation modeling was applied to analyze the data from 351 participants. Results The model demonstrated a significant positive association between burnout and dropout intentions (β = 0.37; p < 0.001), underscoring burnout as a direct correlate of dropout intentions alongside educational satisfaction (β = −0.25; p = 0.003) and PsyCap (β = −0.22; p = 0.005). Higher social support is associated with reduced burnout (β = −0.28; p < 0.001) and increased educational satisfaction (β = 0.22; p = 0.002). Limitations The non-probabilistic sampling method prevents the generalization of the findings. The cross-sectional data do not permit the inference of temporal relationships between the studied variables. Conclusions These findings emphasize the importance that burnout may have on dropout intentions, and contribute to the understanding of affective syndromes such as burnout in educational settings.
... Self-efficacy beliefs significantly affect people's propensity to perform particular actions and how they respond emotionally to these actions, such as with stress, worry, or sadness. According to Avey et al. (2009), hope, resilience, optimism, and a sense of personal efficacy are the four components of psychological capital that profoundly affect workers' health and happiness [Avey et al., 2009]. Additionally, employees with higher psychological capital reported lower levels of stress and were more likely to remain in their existing positions. ...
... Validity assessments have shown the PCQ-12 possesses good convergent validity, correlating positively with other psychological constructs like self-efficacy, hope, and optimism (Avey et al., 2011a;Rego et al., 2012), and good discriminant validity, with low correlations with unrelated constructs. Criterion-related validity is evidenced by positive associations with desirable outcomes such as job satisfaction and performance, and negative associations with job stress and turnover intentions (Avey et al., 2010;Luthans et al., 2008). These findings underscore the PCQ-12's reliability and validity as a concise measure of PsyCap in diverse contexts. ...
The paper offers an innovative exploration of the mediating role of psychological capital (PsyCap) in the relations between future orientation and self-advocacy among high-functioning adults on the autism spectrum. We posited that PsyCap, a composite of hope, self-efficacy, resilience, and optimism, serves as a crucial mediator of future orientation and self-advocacy. The sample comprised 40 high-functioning adults on the autism spectrum. Future orientation, self-advocacy, and PsyCap were significantly correlated among young adults with ASD. PsyCap was a mediator of the relations between future orientation and self-advocacy. The findings contribute to the understanding of psychological factors influencing self-advocacy and future orientation and have practical implications for interventions aimed at enhancing PsyCap to improve self-advocacy and future orientation in individuals with autism spectrum disorder.
... Considering that organizations are also looking for a way to help their employees move towards the goals of the organization, they have increasingly understood the importance of positivity and focusing on the development of the potential capabilities of employees instead of focusing on weaknesses. Organizational studies have moved towards positivity (Avey et al., 2009;Jin et al., 2022;Zambrano-Chumo & Guevara, 2024). Luthans (2002) proposed positive organizational behavior and brought it into the workplace. ...
... But how might these be achieved? First, an HPWS, through collective-based incentives, can develop a sense of unity and solidarity (Collins & Smith, 2006), which creates mental fortitude for employees to attend to challenges and uncertainties that a jolt engenders (Avey et al., 2009). An HPWS promotes development of a collective mentality among employees (Gittell et al., 2010), thus nurturing positive relations, optimism, and hope that mitigate the impact of unexpected adversity . ...
Owing to consecutive global crises (e.g., the COVID-19 pandemic, multiple regional wars), interest has grown in understanding and promoting organizational resilience. There is scant knowledge about how a human resource management (HRM) system can foster organizational resilience. This study examines the role of a high-performance work system in the organizational resilience process during the COVID-19 pandemic. We focus on two properties of the resilience process: stability during the jolt phase and flexibility during the turnaround phase. We test our hypotheses using quarterly sales data from 268 Korean firms during the COVID-19 pandemic. Our findings show that an high-performance work system reduces the severity of loss during the jolt phase (i.e., it maintains stability) through an increased climate of trust and enhances the scale of recovery during the turnaround phase (i.e., it improves flexibility) through an increased climate of innovation. We advance research on HRM, organizational resilience, and crisis management, showing how an HRM system can foster two essential properties for the resilience process to unfold effectively over time after the onset of a crisis.
... Psychological capital aids individuals in effectively managing stress and work-related pressures, thereby fostering a positive work environment (6,7). Hence, organizations recognize their employees as invaluable resources, particularly in industries like aviation, which demand unique personnel skills. ...
Background
We analyzed the effects of psychological capital on organizational commitment and turnover intention among flight attendants at a Korean airline and the mediating effect of organizational commitment.
Methods
Data were collected through a 2022 survey of Korean flight attendants, yielding 297 responses. Model reliability and validity were assessed to confirm hypotheses.
Results
Hope had a significant negative effect on turnover intention P<0.05), whereas optimism and resilience did not have significant effects on turnover intention. Additionally, hope had a significant positive effect on normative and continuance commitment, unlike optimism and resilience, which did not have significant effects on normative commitment or continuance commitment. Both normative commitment and continuance commitment negatively influenced turnover intention. Organizational commitment mediated the relationship between psychological capital and turnover intention, reinforcing the positive impact of psychological capital on reducing turnover intention.
Conclusion
This study underscores the significance of psychological capital in shaping organizational commitment and reducing turnover intention among Korean flight attendants. Strengthening psychological capital and fostering organizational commitment can bolster airline stability, competitiveness, and service quality.
... Podsakoff and Mackenzie conducted a seminal study examining bias issues in behavioral research, which has had a profound impact on the analysis of PsyCap scales and is widely referenced in PsyCap studies. Their research delves into components such as hope, optimism, resilience, and self-efficacy (Youssef and Luthans, 2007;Avey et al., 2009;Mackenzie et al., 2011), advancing not only our theoretical understanding of PsyCap but also laying the foundation for the development of reliable measurement tools to accurately assess these constructs. ...
Purpose
This research aims to provide a comprehensive understanding of the evolution and trends in psychological capital (PsyCap) research and related issues.
Design/methodology/approach
This research uses bibliometric analysis. A total of 2,244 journal articles were extracted from the Scopus database using relevant keywords, covering the period from 1997 to 2023. The data analysis was conducted utilizing VOSviewer software, Microsoft Excel, and an online text analysis tool.
Findings
There is a rapid rise in the quantity of PsyCap publications, especially from 2017, with significant contribution of research from Chinese scholars with 577 articles in the period 2019–2023. The antecedents of PsyCap have a stagnation of leadership-related topics and increased focus on social support and perceived organizational support. The attention has been specifically directed toward well-being and mental health, with special emphasis on work engagement, job satisfaction, and job performance.
Research limitations/implications
The exclusion of certain publications in this research may overlook emerging trends. Thus, future research endeavors should adopt a multifaceted approach that combines bibliometric analysis with qualitative and quantitative methods to glean comprehensive insights into PsyCap research.
Originality/value
PsyCap research is growing rapidly, with more publications in the last three years than in all the previous years combined. This study, updating data until the end of 2023, provides the most up-to-date insights on research trends in PsyCap to aid scholars in discerning suitable avenues for their research endeavors.
... Psychological capital is characterized by self-efficacy, hope, optimism, and resilience (31)(32)(33). In many of his studies (32)(33)(34)(35)(36)(37)(38)(39)(40)(41)(42)(43), Luthans has defined psychological capital through four basic components such as hope, optimism, self-efficacy, and psychological resilience, and stated that the gratitude component can be added to these four basic components based on its improving and measurable effects on performance (27,38). The feeling of gratitude helps the team member to make the effort that will enable him to succeed in difficult tasks, to believe that he will achieve success in the future, to believe that there is a path to success in all circumstances, and to continue on his way by standing and persevering during crises (30,43). ...
This research aims to investigate the relationship between the feeling of gratitude in team members and paradoxical leadership behavior in a sports team where a grateful team climate is experienced. For this purpose, the feelings, thoughts and experiences of the athletes in a fencing team characterized by the phenomenon of gratitude were consulted. “What are the paradoxical leadership behaviors that make team members feel grateful?” question constitutes the main problem of this research. In collecting research data, in addition to the grateful team climate scale, the team members' experiences within the team were accessed through structured open-ended questions, and the effects of paradoxical leadership behavior were sought in these experiences. Data was analyzed with MAXQDA 24 ANALYTICS Pro. Based on the data obtained in accordance with the phenomenology pattern application, the inter-phenomenal relationships determined were evaluated in the context of the emergence of the gratitude climate and the paradoxical leader's attitudes and behaviors. According to the research findings, it has been concluded that paradoxical leadership attitudes and behaviors have an impact on the formation of a grateful team climate. According to the research findings, it has been concluded that paradoxical leadership attitudes and behaviors have a decisive role in the formation of a grateful team climate.
ABSTRACT
The paper aims to fill a gap in the existing literature by exploring how distributive leadership (DL) enhances shared decision-making and collaboration, strengthens psychological contracts (PsyCon) and improves psychological capital (PsyCap) among healthcare professionals (HCPs) working in the hospital setting. Further, it also investigates PsyCon's mediating role between DL and PsyCap. Healthcare requires collective action, and DL facilitates collaboration and shared decision-making. The study employed a quantitative research technique and collected data from 503 HCPs using snowball sampling. Structural equation modeling and mediation analysis examined the hypothesized relationships among the variables. The findings highlight that DL had a statistically significant and positive impact on PsyCap (β = 0.38, p < 0.00), and PsyCon mediates the relationship between DL and PsyCap (β = 0.08, p < .0.00). The findings support distributive cognition theory and social exchange theory, emphasizing the importance of DL in healthcare to enhance collaboration and foster PsyCon and PsyCap among HCPs. Further, this study discusses its theoretical contributions, practical implications, limitations, and future research directions.
KEYWORDS: Distributive cognition, distributive leadership, psychological contract, psychological capital, social exchange theory
A growing body of evidence points to psychological capital (PsyCap), a crucial component of POB, as having a favourable impact on vital work attitudes and behaviours. However, studies show that more research is needed to properly understand psychological capital research (PsyCap), given that it is still in its early stages of growth (Newman et al. 2014). By combining efficacy, optimism, hope, and resiliency, Luthans et al. (2007a) coined the term psychological capital; or PsyCap for short. Despite the fact that many academics disagree with this definition, psychological capital is a higher-order concept. Over the past ten years, several studies have examined the relationship between PsyCap and specific employee attitudes, behaviours, and performance (Avey, Luthans & Youssef, 2010). The study examines PsyCap's determinants as well as its functional pathways, and it has been designed to do so at the organisational level. The proposed study seeks to advance our comprehension of positive psychology at work in the Indian organisational environment, with a primary focus on psychological capital (PsyCap). Even though this area has had a significant expansion, much more is still to be uncovered.
With the emerging concept of psychological capital in today's organizational context, the study aims to expand this sphere precise approach by looking at the effect on the Psychological Capital of intrinsic and extrinsic motivation to achieve the personal accomplishment, as well as the relation between intrinsic and extrinsic motivation. Positive psychological capital, as human and social capital, can be invested and controlled. This can be done for a fraction of the cost of traditional financial capital and real assets. Since the positive psychological capacities are stated rather than fixed features, they can all be improved, and there are established methods for doing so. This study is conducted among the IT employees in India to measure PsyCap. This paper examines the relationship between the intrinsic and extrinsic motivation, also studying the effect of the two types of motivation on PsyCap. It was found that both intrinsic and extrinsic motivations are affecting the emergence of PsyCap. There is a significant association between intrinsic and extrinsic motivations. A survey was conducted to assess the effect of the two types of motivation on Psycap. The study also aims at knowing whether motivation effects Psycap.
Purpose
This study examines the complicated relationship between psychological wellbeing, joy at work, creative ability and the mediating influence of psychological capital, drawing insights from self-determination theory within the context of the banking sector.
Design/methodology/approach
The study utilized random sampling to gather comprehensive data from 465 banking employees. Following data collection, structural equation modeling was employed to test the hypotheses formulated based on the collected data.
Findings
Findings underscore a significant association between psychological wellbeing and both joy at work and creative ability within the banking sector. Moreover, the study elucidates that psychological capital acts as a crucial mediator, illuminating the pathway through which psychological wellbeing influences joy at work and subsequently enhances creative ability.
Practical implications
This research offers valuable insights for organizational leaders and policymakers, emphasizing the imperative of prioritizing psychological wellbeing initiatives and nurturing positive work environments to enhance employee satisfaction, productivity and innovative contributions within the banking sector.
Originality/value
The application of self-determination theory as a theoretical framework provides a robust foundation for understanding the dynamics between psychological factors and workplace outcomes. The banking industry, often characterized by high stress levels and demanding work environments, stands to benefit substantially from interventions aimed at fostering psychological wellbeing. By cultivating positive mental health and capitalizing on joy at work, organizations can stimulate employee creativity ability, thereby fostering innovation and adaptive problem-solving capabilities crucial in the contemporary banking landscape.
In contemporary workplaces, many professionals struggle to cope with increasing pressures and aspects of workplace cultures that can have detrimental effects both personally and professionally. Counsellors can play an important role in supporting clients' functioning at work and their effective coping with work-related stressors. Practitioners providing counselling through Employee Assistance Programmes (EAP) and other work-related services regularly encounter clients experiencing stress, loss of confidence, and even burnout. It is also inevitable that counsellors in private practice and other settings have clients whose lives, relationships, and wellbeing are being adversely affected by unhealthy workplaces. Although professionals under stress may seek, or will be encouraged to seek counselling, they may experience challenges in and resistance to doing so. Much depends on the quality of engagement and support a counsellor is able to offer, and this relates not only to the practitioner's skills in establishing relationship, but also to their knowledge and understanding of the nature of contemporary workplaces. This article explores the significance of workplace roles and identities, the influence of contemporary working environments on professionals' identities and functioning, and work-related stress and coping, in order to raise practitioners' awareness of the challenges professionals face. Research into workplace counselling, and the implications for counsellors, are then considered. [ABSTRACT FROM AUTHOR] Copyright of New Zealand Journal of Counselling is the property of New Zealand Association of Counsellors and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Teaching is a high-demand profession where teachers encounter work-related and distinct emotional turmoil of differing intensities while instructing and interacting with students. Teachers’ occupational wellness is compromised because of these experiences, which frequently lead to high levels of stress that exacerbate burnout. This empirical study is novel in addressing the positive psychology mediating and moderating effect between perceived stress and occupational well-being among teachers. Adopting a quantitative research design, a sample of 388 teachers was drawn and analyzed using Smart PLS 4. The findings uncovered that teachers experience multifarious challenges and stressors that negatively impact their occupational well-being. Further, psychological capital partially mediated the relationship; however, coping strategy did not mediate between perceived stress and occupational well-being. Coping strategies partially mediated the relationship between psychological capital and occupational well-being. Lastly, psychological capital significantly moderated the relationship between stress and occupational well-being positively. These results aid the organizations in choosing an approach to practice positive psychology, which in turn creates satisfied teachers with exceptional performance.
Pandemi döneminin işgücü piyasalarında yarattığı en ilgi çekici sonuçlardan birisi, kapanma döneminin ardından gönüllü istifa oranlarının çarpıcı biçimde artışıdır. Akademik araştırmaların büyük bir kısmı, büyük istifa olgusuyla 21. Yüzyılın çalışma karşıtı kültürü arasında bağlar kuran işgücü arz açıkları perspektifine sahiptir. Ancak bu yaklaşım, olgunun boyutlarını anlama ve işgücü piyasalarındaki farklılaşmaları kavrama konusunda yapısal perspektif tarafından yetersiz bulunmuştur. Yapısal perspektifteki çalışmaların ampirik sonuçları, büyük istifanın ücretli çalışmadan çıkma olarak tanımlanmasını desteklemez. Hareketliliklerin tabakalı işgücü piyasalarının mantığına uygun olarak birincil işgücü piyasalarında dijital beceri sahiplerinin fırsat alanlarının genişlemesine; ikincil işgücü piyasalarında ise çalışanların düzenli işlere geçişi şeklinde iki temel biçime sahip olduğunu iddia eder. Bu çalışma yapısal perspektifin varsayımlarının Türk işgücü piyasaları için test edilmesine odaklanmaktadır. Yapılan betimsel analizde, Türkiye’de pandemi döneminde işten işe geçişlerin özellikle ikincil işgücü piyasalarında arttığını ve bunun düzenli işlere geçişlere uygun bir niteliğe sahip olduğunu göstermiştir. Buna karşın birincil piyasalarda benzer bir hareketliliğe dair bulgular ile karşılaşılmamıştır.
Despite the importance of adaptability for new product development team performance, empirical research that explores the factors promoting their adaptive capacity is limited. This study draws from psychological resource theories to examine how and under which conditions team psychological capital enhances the adaptivity of new product development teams. Data were collected from 198 student teams who took part in a project management simulation. Results showed that the positive relationship between team PsyCap and team adaptivity travels through team creativity and that the level of outcome focus moderates the first stage of this relationship.
The second purpose of patient safety coaching is to support staff wellbeing so they continue to keep patients safe from harm. Staff who are enthusiastic and motivated at work deliver excellent patient care. Those who are overloaded with staff shortages, lack of resources, equipment failures, or systemic/cultural issues may burnout and leave the organization. To prevent a staff exodus, healthcare organizations are now realizing that they need to provide developmentally focused interventions to support staff wellbeing. They are realizing the power of coaching to bring staff back from work overload and trauma-induced emotions and help them return to work reenergized and recommitted to their work’s purpose. Staff who participate in a coaching program become more resilient, emotionally strong, and resourceful. They learn to value each day and repeat the experiences that bring them joy and happiness. At the same time, they bring a greater joy to their work environment, including to patients who benefit from their uplifted mood. Staff who present to shift alert, self-aware, and confident in their ability to perform well are able to navigate through the trauma that may result following an adverse event. Those who are motivated, enthusiastic, and empowered demonstrate the emotional strength that inspires confidence in all around them. Patients benefit when staff operate “in the flow” on a daily basis, supported by leaders who coach them when necessary to help them learn, grow, and develop to become excellent clinical practitioners.
Purpose
This study aims to investigate how work overload, resulting from full-time telecommuting, aggravates telecommuting accounting professionals’ burnout via the mediation of work exhaustion. Further, the study also tests the conditional moderation effect of psychological capital on the association between work exhaustion and burnout, proposing that it becomes least severe for employees who perceive a high level of psychological capital.
Design/methodology/approach
The research was conducted using a sample of 322 employees from Big Four accounting firms, and the measurement model was established using confirmatory factor analysis. Hypotheses were tested using structural equation modeling and model-14 in the PROCESS Macro for SPSS.
Findings
The results confirmed that work overload directly and indirectly (via the mediation of work exhaustion) aggravates employees’ burnout. However, psychological capital negatively conditions the mediating effect of work exhaustion on burnout such that the aggravating effect of work overload on burnout, via the mediation of work exhaustion, gets least severe (insignificant) for those employees who perceive a high level of psychological capital.
Originality/value
The study contributes to the literature on work overload-induced “work exhaustion burnout” association and offers suggestions for implications.
The study investigates the complex interplay among psychological ownership, creative deviance, and organizational intelligence, with a specific focus on the pharmaceutical sector of Pakistan. Utilizing a multidimensional conceptualization of psychological ownership, the research elucidates the implications of the construct on organizational intelligence. On the existing relevant literature, the study set the theoretical foundation testing proposed hypotheses. The study is quantitative in nature where statistical analysis including descriptive statistics as well as inferential statistics was carried out. The data a gathered to an adaptive What's your name and analyzed through SPSS. The findings reveal a significant positive relationship between psychological ownership and organizational intelligence, with creative deviance emerging as a crucial moderating variable. The study contributes to the existing body of knowledge and existing literature by identifying the role of the key dimensions of psychological ownership and creative deviance, thereby providing a better understanding of the behaviors and characteristics of intelligent organizations. The outcomes of the study have important implications for the development of strategies aimed at fostering innovation, informed decision-making, and organizational effectiveness.
Purpose
This study aims to investigate the mediating roles of servant leadership and employee vitality in the relationship between psychological ownership and employee creativity among healthcare workers in Ghana.
Design/methodology/approach
A sample of 736 public and private healthcare respondents was selected using a convenience sampling technique. Data collected using a self-reported questionnaire was analyzed via partial least square structural equation modeling.
Findings
The findings reveal that psychological ownership directly improves employee creativity, while servant leadership and employee vitality mediate the relationship between psychological ownership and employee creativity separately and complementarily.
Research limitations/implications
The research used self-reported data, increasing the potential for common method variance. However, sufficient care was taken to minimize these limitations.
Practical implications
This research makes valuable contributions to the field of healthcare practice literature. The findings suggest that management of health care entities should focus on creating a workplace culture that cultivates psychological ownership among employees and policies that enhance employee vitality and promote servant behavior to foster employee creativity.
Originality/value
This study represents one of the earliest attempts to examine a theoretical framework that connects servant leadership, employee vitality, employee creativity and psychological ownership within the context of the health service industry.
This research aims to determine the relationship between Readiness to Change, Perception of Organizational Support, Psychological Capital, and Job Stress in ASN within the East Java Provincial Government in the City of Surabaya. This research uses quantitative correlational research methods. The population of this research is ASNs who work in East Java Province, where their work area is in the City of Surabaya. A research sample of 238 subjects was obtained from various regional apparatus organizations in East Java Province, with functional and staff positions. The data collection method uses a scale adapted from the work stress scale, readiness to change scale, perception of organizational support scale, and psychological capital scale. This research has tested classical assumptions using normality, linearity, and multicollinearity tests. The data obtained was analyzed using multiple regression analysis. In the variable readiness to face changes to work stress, a t value of -5.629 was received with a significance level of 0.000 (p<0.05); it can be concluded that the variable readiness to face changes is correlated with work stress in a negative direction. In the variable perception of organizational support and work stress, a t value of -2.384 was obtained with a significance level of 0.018 (p<0.05). It can be concluded that the variable perception of organizational support is correlated with work stress in a negative direction. In the psychological capital variable with work stress, a t value of -4.984 was obtained with a significance level of 0.000 (p<0.05), so it can be concluded that psychological capital is correlated with work stress with an antagonistic relationship
Psychological resilience means adapting positively to adversity. This is armed forces’ very context and function—encountering, enduring, and overcoming challenging situations through resilience. Scientific study of psychological resilience has moved from individual, to process, onward to developmental trajectories, and to neuro-biological underpinnings. Person-focused and environment-focused variables help us understand the resilient individual. Family resilience has been scarcely studied. The impact of frequent relocations, deployments, uncertainty, stress, injuries, illness, and death on spouses and children of service personnel manifests in varied ways, generating varied concerns and outcomes. Armed Forces across the world have addressed these concerns over the years. Apart from traditional approaches, some recent initiatives have been made in the Indian context. Effective psychological resilience interventions will have to be feasible, culturally acceptable, and possibly supported by digital technology to have a broad impact on families and soldiers.
Purpose
Drawing insights from the “Substitutes for Leadership” Theory, this study intends to examine the moderating role of resilience between servant leadership (SL) and employee engagement (EE). Particularly, relying on the issue that there are certain barriers, which hamper the effective execution of SL in the workplace, this study proposes to check that whether or not, resilience can intensify the effect of SL on EE.
Design/methodology/approach
A cross-sectional study was conducted on 241 employees working in the Indian Banking and Insurance (B&I) sector using the SPSS (v20), and the AMOS software (v21).
Findings
The study’s results revealed that SL is significantly related to EE. Also, this relationship is stronger for the employees who experience a high level of resilience, thus denoting that resilience works as a booster for SL.
Research limitations/implications
This study has certain limitations like being cross-sectional in nature and covering only B&I sector employees.
Practical implications
Since resilience helps in intensifying the effect of SL on EE, the organizational HR managers should devote efforts to make their workforce resilient.
Originality/value
This paper is the first of its kind which empirically investigated the intensifying role of resilience for SL style.
Bir kurumun etkin biçimde işleyebilmesi ve faaliyetlerini sürdürebilmesi için o kurumda çalışan personelin devamlılığı büyük önem arz etmektedir. Bu çalışma, kalkınma ajansları personelinin işten ayrılma niyetine etki eden faktörlere odaklanarak mevcut literatüre katkıda bulunmayı ve kalkınma ajansları personel yönetim sistemini iyileştirmek üzere politika önerilerinde bulunmayı amaçlamaktadır. Bu çerçevede, kalkınma ajanslarında çalışan personele çevrimiçi anket uygulanmış ve 812 personelden elde edilen sonuçlar SmartPLS 4 uygulamasında kısmi en küçük kareler yapısal eşitlik modeli kullanılarak analiz edilmiştir. Analiz sonucunda iş alternatifleri algısı ve iş stresinin işten ayrılma niyetini pozitif yönde; iş tatmini ve örgütsel adaletin ise işten ayrılma niyetini negatif yönde etkilediği görülmüştür. Öte yandan, yenilikçi iş davranışının işten ayrılma niyeti üzerinde bir etkisi tespit edilememiştir. Bu kapsamda personelin iş tatmini düzeyinin yüksek tutulması, personelde stres oluşturacak faktörlerin azaltılarak iş stresi seviyesinin düşürülmesi, ajans içerisinde örgütsel adaletin sağlanması ve bunun personele hissettirilmesi önerilmektedir.
Objectives
Poor prenatal health is of particular concern among minoritized individuals who may experience adverse social determinants of health contributing to the intergenerational transmission of health disparities. The purpose of this study was to investigate associations between psychosocial resources, and mental and physical health among a prenatal sample, and to explore if these relationships vary by race.
Methods
English-speaking pregnant individuals living in the United States were recruited using Centiment (n=340). Participants completed a 121-item cross-sectional survey. We conducted a single- and multi-group structural equation model to test hypothesized relationships, and then investigated differences by pregnant White individuals versus Black, Indigenous, and People of Color (BIPOC).
Results
Our final single-group model exhibited good model fit (χ2 (43) = 99.07, p<.01, CFI = 0.97, SRMR = 0.04, and RMSEA = 0. 06 (0.05 - 0.08)). After controlling for demographic characteristics and social determinants of health, higher levels of mindfulness were statistically significantly related to lower anxiety and depression scores (both p<.01). Higher levels of social supports were statistically significantly related to lower anxiety scores. Scale measurement invariance was confirmed for the multi-group model and the structural model was statistically significantly different between pregnant White individuals and BIPOC in this sample (Δ χ2 (27) = 116.71, p <.01).
Conclusions
Identification of core components of psychosocial resource interventions, consideration of upstream structural determinants, mindfulness and valued-living (MVL)-based strategies, cultural adaptation, and an emphasis on resilience rather than psychopathology may result in improved prenatal health among pregnant individuals traditionally underrepresented in research.
Purpose
Premised on the conservation of resources (COR) theory, our study attempts to investigate if emotional exhaustion (EE) is a mediator in linking customer incivility (CI) and employee job performance (JP). Additionally, it examines the moderating role of PsyCap in customer incivility and job performance relationships. Furthermore, we explore whether PsyCap moderates the mediating effect of emotional exhaustion in customer incivility and job performance relationships.
Design/methodology/approach
Using a multi-phase survey, data was gathered from 469 frontline employees working in diverse service sectors in India. All analyses were done with SPSS 25 and AMOS 23 to determine the study's findings.
Findings
The study substantiates a partial mediation effect, revealing that customer incivility intensifies emotional exhaustion among FLEs, resulting in decreased job performance. In addition, the interaction of PsyCap seemed to weaken the relationship between CI and employee JP. However, PsyCap does not mitigate the indirect association of CI and employee JP via emotional exhaustion. To our surprise, we observed a slight amplification in the mediating impact of emotional EE at elevated levels of PsyCap.
Practical implications
The study findings suggest that training employees and cultivating their PsyCap could be a strategic solution for effectively managing and mitigating the adverse effects of customer incivility in the workplace.
Originality/value
Our study marks the first empirical exploration of PsyCap's moderating role between customer incivility and both job performance and emotional exhaustion linkage.
We predicted that the dispositional construct negative affectivity (NA) would be related to self-report measures of job stress and job strain and that observed relationships between these stress and strain measures would be inflated considerably by NA. Results of a study of 497 managers and professionals were largely consistent with those expectations. Thus, we discuss implications for NA as both a methodological nuisance and a substantive cause of stressful work events, and conclude that NA should no longer remain an unmeasured variable in the study of job stress.
Although the Type A behavior pattern is firmly established as a risk factor for coronary heart disease, it is not well understood from a psychological perspective. The present article (a) summarizes the behavior that empirical data indicate characterizes persons who score high and low on measures of Type A, (b) evaluates existing efforts to specify psychological dimensions underlying Type A in light of these verified behavioral characteristics, and (c) discusses some potential difficulties inherent in doing Type A research. Gaps in knowledge are made apparent, thereby suggesting some directions for future psychological research. (5 p ref)
This paper reports two studies of occupational stress and its relation with antecedent variables and job performance. The first study, in which 104 nurses participated in group discussions and 96 nurses completed a questionnaire, identified 45 stressful events for nurses. In the second study, 171 nurses who completed another questionnaire were also rated by a supervisor and/or a co-worker. Ratings of interpersonal aspects of job performance (such as sensitivity, warmth, consideration, and tolerance) and cognitive/motivational aspects (such as concentration, composure, perseverence, and adaptability) correlated significantly with self-reported perceptions of stressful events, subjective stress, depression, and hostility. Models developed through path analysis suggest that the frequency and subjective intensity of the 45 events identified in Study 1 cause feelings of stress, which lead to depression, which, in turn, causes decrements in interpersonal and cognitive/motivational aspects of job performance.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Research dealing with various aspects of* the theory of planned behavior (Ajzen, 1985,
1987) is reviewed, and some unresolved issues are discussed. In broad terms, the theory is
found to be well supported by empirical evidence. Intentions to perform behaviors of different
kinds can be predicted with high accuracy from attitudes toward the behavior, subjective
norms, and perceived behavioral control; and these intentions, together with perceptions of
behavioral control, account for considerable variance in actual behavior. Attitudes, subjective
norms, and perceived behavioral control are shown to be related to appropriate sets of salient
behavioral, normative, and control beliefs about the behavior, but the exact nature of these
relations is still uncertain. Expectancy value formulations are found to be only partly
successful in dealing with these relations. Optimal rescaling of expectancy and value
measures is offered as a means of dealing with measurement limitations. Finally, inclusion of
past behavior in the prediction equation is shown to provide a means of testing the theory*s
sufficiency, another issue that remains unresolved. The limited available evidence concerning
this question shows that the theory is predicting behavior quite well in comparison to the
ceiling imposed by behavioral reliability.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
In these turbulent times, we propose the importance of developing the psychological capital dimension of resiliency. After providing the theoretical background and meaning of psychological capital in general and resiliency in particular, the authors present proactive and reactive human resource development (HRD) strategies for its development. The proactive HRD includes increasing psychological assets, decreasing risk factors, and facilitating processes that allow human resources to enhance their resilience. The reactive HRD largely draws from a broaden-and-build model of positive emotions and self-enhancement, external attribution, and hardiness. The article includes specific guidelines for HRD applications and an agenda for future needed research.
Recent research on reported work stress indicates stress may not always be deleterious for an individual or organization. Research in this area, however, has not yet examined a variety of work outcomes, the mechanism by which stress leads to such outcomes, and the moderators of this effect. The present study hypothesized that two types of reported stress (challenge- and hindrance-related) have a divergent relationship with work outcomes (relating to desirable and undesirable outcomes, respectively) and a similar (positive) relationship with psychological strain. We also hypothesize felt challenge as a mechanism through which challenge stress relates to desirable outcomes and job control as a moderator of the effect. Results from a heterogeneous sample of university staff employees (N=461) supported many of the hypotheses. The two types of stress differentially related to work outcomes yet both positively related to psychological strain. In addition, felt challenge mediated the relationship between challenge-related stress and work outcomes, yet the effect of challenge-related stress did not depend on job control.
In recent studies of the structure of affect, positive and negative affect have consistently emerged as two dominant and relatively independent dimensions. A number of mood scales have been created to measure these factors; however, many existing measures are inadequate, showing low reliability or poor convergent or discriminant validity. To fill the need for reliable and valid Positive Affect and Negative Affect scales that are also brief and easy to administer, we developed two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS). The scales are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period. Normative data and factorial and external evidence of convergent and discriminant validity for the scales are also presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
This meta-analysis (114 studies, k = 157, N = 21,616) examined the relationship between self-efficacy and work-related performance. Results of the primary meta-analysis indicated a significant weighted average correlation between self-efficacy and work-related performance, G (r+) = .38, and a significant within-group heterogeneity of individual correlations. To account for this variation, the authors conducted a 2-level theory-driven moderator analysis by partitioning the k sample of correlations first according to the level of task complexity (low, medium, and high), and then into 2 classes according to the type of study setting (simulated–lab vs. actual–field). New directions for future theory development and research are suggested, and practical implications of the findings are discussed.
Psychology has increasingly turned to the study of psychosocial resources in the examination of well-being. How resources are being studied and resource models that have been proffered are considered, and an attempt is made to examine elements that bridge across models. As resource models span health, community, cognitive, and clinical psychology, the question is raised of whether there is overuse of the resource metaphor or whether there exists some underlying principles that can be gleaned and incorporated to advance research. The contribution of resources for understanding multicultural and pan-historical adaptation in the face of challenge is considered. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The purpose of this report is to offer social cognitive theory (SCT) and its derivative construct of self-efficacy as an extension of traditional management approaches, that will lead to both a better understanding in the modern workplace and more effective management of human performance. SCT explains organizational behavior in terms of the reciprocal causation among the employee (unique personality characteristics), the environment (perceived consequences from the organizational environment, such as pay for performance), and the behavior itself (previous successful performances). Because of these combined reciprocal influences, employees are at the same time both products and producers of their personality, their behaviors, and their respective environments. The authors suggest that the implications that self-efficacy may have for employee performance in organizations can no longer be ignored by practicing managers. They contend that while traditional motivational and behavioral management approaches are still relevant, expanding the behavioral management approach with SCT and self-efficacy will lead to the more comprehensive understanding and effective management of today's human resources. This article is offered as a point of departure for achieving this objective. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Although it is recognized that identification and commitment are closely related aspects of employees' psychological attachment to the organization, there has been no analysis of the overlap between multiple dimensions of each construct. In this study, three-component models of organizational identification and commitment were investigated as predictors of turnover intentions and psychological well-being (self-esteem, satisfaction with life, and self-efficacy) among employees (N = 60) of a small organization. Highly identified employees tended to be committed ones, but different dimensions of each construct were specifically linked to various criteria. Affective components of both identification and commitment were negatively associated with turnover intentions, and positive in-group affect (i.e., feelings derived from being a member of the organization) predicted perceptions of self-efficacy. Continuance commitment was distinct from the other predictors, and was negatively related to self-esteem and self-efficacy. The results warrant further efforts to integrate the perspectives of social identity theory and organizational psychology. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Psychology has increasingly turned to the study of psychosocial resources in the examination of well-being. How resources are being studied and resource models that have been proffered are considered, and an attempt is made to examine elements that bridge across models. As resource models span health, community, cognitive, and clinical psychology, the question is raised of whether there is overuse of the resource metaphor or whether there exists some underlying principles that can be gleaned and incorporated to advance research. The contribution of resources for understanding multicultural and pan-historical adaptation in the face of challenge is considered.
Positive Organizational Behavior is emerging as a truly contemporary movement within the classic discipline of organizational behavior. The best work of leading scholars is gathered together in one edited collection. Chapters present the states, traits, and processes that compromise this exciting new science. In addition to mapping the field, this collection goes one step further and invites noted experts to identify the methodological challenges facing scholars of positive organizational behavior. Positive Organizational Behavior constitutes the study of positive human strengths and competencies, how it can be facilitated, assessed and managed to improve performance in the workplace. Its roots are firmly within positive psychology but transplanted to the world of work and organizations. © 2007 Compilation and editorial material, Debra L. Nelson and Cary L. Cooper.
As part of a longitudinal study examining the impact of downsizing on worker health, we interviewed managers and employees to identify possible questions for a data collection survey. This paper presents observation summaries of qualitative interviews with 19 managers from a large manufacturing organization. Participants were asked semi-structured questions on health behaviors, stress coping strategies, alcohol and substance use, job stress, and work overload with latitude to digress as different issues emerged. Responses from female managers and male managers revealed differences in judgments about work motivators, stressors, and coping strategies. For example, female managers displayed a greater tendency to use alcohol as a coping mechanism in response to stressful conditions. Gender differences also emerged regarding impressions of the treatment of women in the workplace. Men viewed relationships between genders as significantly improved from ten to twenty years ago. Women noted improvements over the same time frame, but gave numerous examples where men continue to dismiss the contributions of female workers. Insight into motivations underlying commonly identified stressors and coping methods for both women and men offers direction for future data collection efforts.
This book draws from a foundation of positive psychology and recently emerging positive organizational behavior (POB). Its purpose is to introduce the untapped human resource capacity of psychological capital, or simply PsyCap. This PsyCap goes beyond traditionally recognized human and social capital and must meet the scientific criteria of theory, research, and valid measurement. To distinguish from other constructs in positive psychology and organizational behavior, to be included in PsyCap the resource capacity must also be 'state-like' and thus open to development (as opposed to momentary states or fixed traits) and have performance impact. The positive psychological resource capacities that meet these PsyCap criteria - efficacy (confidence), hope, optimism, and resilience - are covered in separate chapters. These four resource capacities are conceptually and empirically distinct, but also have underlying common processes for striving to succeed and when in combination contribute to a higher-order, core construct of psychological capital. Besides these four, other potential positive constructs such as creativity, wisdom, well being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage are covered in Chapters 6 and 7. The concluding Chapter 8 summarizes and presents the research demonstrating the performance impact of PsyCap, the PsyCap questionnaire (PCQ) for measurement and the PsyCap Intervention (PCI) for development. Utility analysis indicates that investing in the development of PsyCap can result in a very substantial return. In total, this book provides the theory, research, measure, and method of application for the new resource of Psychological Capital that can be developed and sustained for competitive advantage.
The study of resilience in development has overturned many negative assumptions and deficit-focused models about children growing up under the threat of disadvantage and adversity. The most surprising conclusion emerging from studies of these children is the ordinariness of resilience. An examination of converging findings from variable-focused and person-focused investigations of these phenomena suggests that resilience is common and that it usually arises from the normative functions of human adaptational systems, with the greatest threats to human development being those that compromise these protective systems. The conclusion that resilience is made of ordinary rather than extraordinary processes offers a more positive outlook on human development and adaptation, as well as direction for policy and practice aimed at enhancing the development of children at risk for problems and psychopathology. The study of resilience in development has overturned many negative assumptions and deficit-focused models about children growing up under the threat of disadvantage and adversity.
This article proposes a positive approach to organizational behavior (OB). Although the importance of positive feelings has been recognized through the years in the academic OB and popular literature, both management scholars and practitioners have arguably too often taken a negative perspective-trying to fix what is wrong with managers and employees and concentrating on weaknesses. Positive organizational behavior (POB) follows the lead of recently emerging positive psychology, which is driven by theory and research focusing on people's strengths and psychological capabilities. Instead of just retreading and putting a positive spin on traditional OB concepts, this unveiling of POB sets forth specific criteria for inclusion. Not only does positivity have to be associated with the concept, but it must also be relatively unique to the OB field, have valid measures, be adaptable to leader/management and human resource training and development, and, most important, capable of contributing to performance improvement in today's workplace. The criteria-meeting concepts of confidence/self-efficacy, hope, optimism, subjective well-being/happiness, and emotional intelligence (or the acronym CHOSE) are identified and analyzed as most representative of the proposed POB approach. The implications of these POB concepts for the workplace are given particular attention.
The need for understanding the development of resilient organizations, leaders and employees—those able to adapt, bounce back, and flourish despite adversity—has never been greater. Although receiving attention in clinical psychology, to date little is known about resiliency in organizational settings. Drawing from the positive psychology, positive organizational scholarship (POS), and positive organizational behavior (POB) movements, this dissertation explores the role of resiliency, in conjunction with self-efficacy, hope and optimism, in enhancing performance, job satisfaction, work happiness, and organizational commitment. ^ For the first time, a multi-level resiliency development model is introduced and conceptually supported. The model offers various antecedents (assets, risk factors and values), mediators (buffering processes at the organizational level, and hope, optimism and self-efficacy at the individual leader level), and outcomes (employee performance, job satisfaction, work happiness, and organizational commitment) for the resiliency development process. The model is then empirically tested using path-analysis, and informed by the results, an alternative model is conceptualized and supported using a second data set. ^ Results of testing the individual (manager and employee) level of the initial model using 137 managers and 411 employees (effective N = 341 dyads) from 90 different organizations support the overall fit of the resiliency development model. The causal linkages within the model were mostly supported, indicating there are causal relationships between managers' hope, self-efficacy, and resiliency, as well as between employees' resiliency and their performance, job satisfaction, work happiness and organizational commitment. ^ Results of post-hoc analyses of the above data set (N = 522 managers and employees), as well as testing the positive psychological capital model (Luthans, et al., 2004; Luthans & Youssef, 2004) as an alternative model using another data set of 484 managers and employees from 45 different organizations, provide strong support for the model, explaining over 30 percent of the variance in outcomes. Moreover, resiliency is supported as providing a foundational, additive, synergistic, and complementary role to that of self-efficacy, hope and optimism, in enhancing performance and attitudinal outcomes.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
Psychological capital with components of hope, self-efficacy, optimism, and resiliency has recently emerged as a core construct in taking positive psychology to the workplace. A distinguishing feature is that it is "state-like" and thus open to development. We analyze whether such psychological capital can be developed through a highly focused, 2-hour web-based training intervention. Using a pretest, posttest experimental design (n = 187 randomly assigned to the treatment group and n = 177 to the control group), we found support that psychological capital can be developed by such a training intervention.
In this article, the author describes a new theoretical perspective on positive emotions and situates this new perspective within the emerging field of positive psychology. The broaden-and-build theory posits that experiences of positive emotions broaden people's momentary thought-action repertoires, which in turn serves to build their enduring personal resources, ranging from physical and intellectual resources to social and psychological resources. Preliminary empirical evidence supporting the broaden-and-build theory is reviewed, and open empirical questions that remain to be tested are identified. The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
We propose a taxonomy of multidimensional constructs based on the relations between the construct and its dimensions. Multidimensional constructs that exist at deeper levels than their dimensions we term latent model. We call constructs formed as algebraic functions of their dimensions aggregate model, whereas constructs formed as different profiles of dimensional characteristics we term profile model. We discuss the nature of multidimensional constructs defined under these models and their operationalizations in empirical research.
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There is a growing need for corporate employees to manage their stress levels. Stress is experienced because of an excessive workload, a high work pace, difficult work schedules, role conflict, and uncertainty regarding career security, poor interpersonal relationships and unpleasant working conditions. It manifests in symptoms such as conflict, depression, absenteeism, headaches and hypertension. Research was conducted to determine if the use of play therapy mediums in a stress management program for corporate employees has a positive effect on their stress levels. The research findings indicated that stress levels improved after a stress management program incorporating play therapy was presented to the corporate employees.
Drawing from hope theory as used in the emerging positive psychology and positive organizational behavior movement, this article for the first time examines the role that hope may play in effective human resource development (HRD). Hope is first conceptually defined as being both dispositional or traitlike and—important to HRD—developmental or statelike; next, the validity of its measures is reviewed; and then it is theoretically differenti ated from the closely related positive concepts of optimism and self-efficacy, and its role in goal setting and empowerment is explored. Next, findings from the initial research in the workplace are presented that indicate a positive relationship between hope levels of both managers and associates and performance. The article concludes by first examining the implications that hope has for HRD, including specific guidelines for how hope can be implemented through training programs and organization development, and finally noting needed future directions.
Structural equation modeling was used to test hypotheses about (a) the dimensionality of measures of dispositional hope (the Adult Hope Scale, AHS) and dispositional optimism (the Life Orientation Test, LOT), (b) the extent and source of conceptual overlap and divergence between hope and optimism, and (c) patterns of discriminant validity for each trait. Separate two-factor models best fit the hope (Agency and Pathways, r = .68) and optimism (Optimism and Pessimism, r = -.63) data. Analyzing the combined AHS and LOT data, a measurement model with separate, correlated second-order factors of Hope and Optimism (r= .80) provided a better fit than did a higher-order model with a single second-order factor. Optimism correlated equally with both Agency and Pathways, whereas Pessimism was more strongly correlated with Agency than with Pathways. Confirming hypotheses, second-order Optimism had a stronger influence on the use of positive reappraisal as a coping strategy than did second-order Hope, whereas second-order Hope had a stronger influence on level of general self-efficacy than did second-order Optimism. We suggest that hope focuses more directly on the personal attainment of specific goals, whereas optimism focuses more broadly on the expected quality of future outcomes in general.
The model of employee turnover described in this paper applies constructs and concepts from decision making, statistics, and social psychology to facilitate understanding and to redirect theory development and empirical research. The process of employee turnover is modeled by four distinctive decision paths; each decision path involves distinctive foci, psychological processes, and external events. Further, five specific contributions of the model are suggested, and recommendations for empirical testing and future research are offered.
Purpose
To develop an argument for the retention of secondary approaches to stress management (those that focus on the individual within the organization) as first interventions, prior to the employment of primary approaches (those that focus on the organization's processes and structures). This is based on a reconsideration of eustress versus distress and a review of current empirical evidence on the effectiveness of stress management interventions.
Design/methodology/approach
Major empirical studies and reviews are critically reviewed and placed within a theoretical framework derived from both early and more recent work in the field.
Findings
There is little empirical evidence on which to base recommendations for organization‐based stress management interventions as first or sole approaches and therefore the value of these as first or sole approaches is questioned. Instead secondary, individual‐focused, approaches are recommended as first‐line interventions prior to the adoption of organization‐based interventions.
Practical implications
In practice secondary stress management approaches are currently most common. Broader primary approaches appear to have excellent theoretical support and a growing body of supportive literature and accompanying recommendations for employment. We suggest, however, that secondary approaches be employed prior to the introduction of primary methodologies within a client organization.
Originality/value
This paper provides a review and framework for interpreting/understanding the research on the effectiveness of stress management interventions and makes recommendations relevant to practitioners in the field.
Although hope is commonly used in terms of wishful thinking, as a positive psychological concept consisting of the dimensions of both willpower (agency) and waypower (pathways), it has been found to be positively related to academic, athletic and health outcomes. The impact of hopeful leaders, however, has not been empirically analyzed. This exploratory study (N = 59) found that high- as compared to low-hope leaders had more profitable work units and had better satisfaction and retention rates among their subordinates. The implications of these preliminary findings of the positive impact that hopeful leaders may have in the workplace are discussed.
Concentrates on downsizing, the modern term for redundancy, which is, of course, no longer a short-term “fix”. Notes that massive downsizing creates more problems than it solves – only rarely achieving its original financial objectives. Lists the three main types of downsizing as: workforce reduction; organizational redesign; and systematic strategies. Discusses the affect (negative) on morale for the staff left behind, who are called “survivors” here and also the displaced (or jobless) workers. Details the correct (less painful) procedures for downsizing within companies.
We examine the concepts of stress, distress, and eustress and develop three tenets that are used to relate these concepts to three major theories or models of occupational stress. Selye's concept of eustress or "good stress" appears to be largely ignored in the literature, while the Yerkes Dodson Law is illustrated as a model for management practice. We suggest that the meaning assigned to the word stress has shifted from Selye's original formulation, and that this shift, in conjunction with the use of the Yerkes Dodson Law leads to inappropriate management of stress in organizations. We conclude that the concept that some stress is good and enhances performance should be rejected in favour of more useful and accurate concepts.
Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee. Research has shown that there are a number of factors that contribute to workplace stress. These factors include a toxic work environment, negative workload, isolation, types of hours worked, role conflict, role ambiguity, lack of autonomy, career development barriers, difficult relationships with administrators and/ or coworkers, managerial bullying, harassment, and organizational climate. Should the stressors continue, the employee is at significant risk of developing physiological and psychological disorders that can lead to increased absenteeism, organizational dysfunction, and decreased work productivity. Intervention strategies are discussed to help managers provide support and intervention to employees coping with workplace stress.
Hope is defined as the perceived capability to derive pathways to desired goals, and motivate oneself via agency thinking to use those pathways. The adult and child hope scales that are derived from hope theory are described. Hope theory is compared to theories of learned optimism, optimism, self-efficacy, and self-esteem. Higher hope consistently is related to better outcomes in academics, athletics, physical health, psychological adjustment, and psychotherapy. Processes that lessen hope in children and adults are reviewed. Using the hope theory definition, no evidence is found for "false" hope. Future research is encouraged in regard to accurately enhancing hope in medical feedback and helping people to pursue those goals for which they are best suited.
This book is divided in three parts that reflect the special perspective of health psychologists and equally emphasize topics in behavioral health and behavioral medicine.
Throughout the book, we consider illness and health from a biopsychosocial perspective—one that takes into account the biological, psychological, and social factors in health and illness. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A review of clinical, experimental, and field research on stress, together with the author's own research, provides the background for a theory that emphasizes the importance of cognitive processes. Harvard Book List (edited) 1971 #370 (PsycINFO Database Record (c) 2012 APA, all rights reserved)