Search results

The purpose of this paper is to examine the direct and indirect effects of authentic leadership on organizational citizenship behaviour (OCB) with the presence of psychological capital as a mediating factor.

This quantitative research was conducted among 396 front-line employees in six public sector organizations in Sri Lanka. A survey method was employed to collect the data.

It was found that psychological capital partially mediates the relationship between authentic leadership and OCB. In other words, the relationship between authentic leadership and OCB is both direct and indirect, mediated though psychological capital.

The authenticity of leaders' conduct, psychological capabilities and the outcomes of the performance, are rooted in and reinforced by the culture of the particular organization; hence, the findings should be interpreted cautiously.

The framework of the present study provides a guideline to the top management of the public sector in Sri Lanka to design leadership programs that can develop authentic leaders.

The direct and indirect relationships established between authentic leadership and psychological capital and OCB signifies the critical importance of authentic leadership in the development of psychological capital and OCB among employees.

Promoting interns’ organizational socialization has become an urgent concern for the hotel industry. Building on career construction theory, this study aims to use a time-lagged design to investigate the interrelationships among perceived organizational support (POS), psychological capital and organizational socialization and their consequent effects on interns’ intention to stay in the hotel industry.

Panel data were obtained in three waves from hotel interns from 21 upscale hotels located in 13 cities in China with a time lag of 10 weeks (N = 369). The structural equation modeling was used for data analysis.

POS has a significantly positive effect on interns' psychological capital. Additionally, both POS and psychological capital contribute to the intention to stay in the hotel industry through the mediation of organizational socialization.

Hotels should communicate with interns more explicitly, provide assistance programs to alleviate uncertainty and reward interns on their excellent service performance to improve POS. Moreover, setting up psychological capital programs and empowering interns to be involved in task development is beneficial for enhancing psychological capital. Hotels should also consider mentoring as a socialization approach. Further, career planning and counseling programs should be provided for interns’ long-term hospitality career development.

A time-lagged research method is adopted to provide a new approach to improve interns’ intention to stay in the hotel industry from the interactionist perspective. This study enriches research about psychological capital, POS and organizational socialization.

In today's dynamic business environment and crisis and pandemic like situations, psychological capital has become very significant for sustainable competitive advantage. Due to its importance in organizational context, researchers are investigating it from various perspectives, making it a burgeoning research area. Hence, this study aims to review the literature, provide identity in terms of various patterns and trends, and build the intellectual structure (academic structure) of psychological capital research by presenting a big picture. It further provides the theories, characteristics, context and methodologies (TCCM) analysis and potential avenues for possible future research to facilitate the growth of the field.

This study compiles, evaluates and synthesizes the extant literature of psychological capital, consisting of 954 journal articles collected from Web of Science (WOS) database, using bibliometric techniques, content analysis, and TCCM analysis.

The study identifies various patterns and trends of psychological capital research and unfolds four major themes, namely psychological capital theoretical concept development, psychological capital relationship building with organizational variables, psychological capital as an underlying mechanism for linkage between organizational variables and psychological capital interventions. It also identifies TCCM outcome and potential avenues for possible future research. The study reveals that psychological capital research area is progressing and has enormous potential to advance in the future.

This study is pivotal to past–future orientation wherein past is being investigated for developing new pathways of psychological capital research. It has used research articles published in the WOS database, and future studies may further enhance the understanding of psychological research using other databases.

In addition to advance a comprehensive understanding of psychological capital research, this study will be a quick reference and notable and profound resource for researchers venturing into this marked research area. Further, it will facilitate to leaders and managers to look into various possible avenues to enhance psychological capital of their subordinates for greater organizational good.

To the best of authors' knowledge, this is first study to advance a comprehensive and systematic understanding of psychological capital by integrating bibliometric, TCCM and content analysis.

The unending ambivalence in the academic environment and the job market is detrimental to management graduates' wellbeing. The study looks into the possible intervening methods to enhance the wellbeing of students during difficult times. The study proposes spirituality development as means through which psychological resources like perceived employability and psychological capital are developed in an individual. This study also tries to identify how spirituality development leads to life wellbeing among management students.

Cross-sectional study was conducted among 212 management students from Kerala, India. Multi-stage random sampling was used to collect data. Structural equation modelling using IBM-AMOS was done to gain insights into the proposed relationships.

The results indicated that spirituality had a significant impact on the wellbeing of management students. Both perceived employability and psychological capital mediated the relationship between spirituality and life wellbeing.

The positive impact of developing spirituality among students is discussed in the paper with the theoretical underpinning of broaden and build theory. The findings suggest that colleges should try to make their campus climate more supportive of students' non-academic needs and open them to a spiritual environment especially during these challenging times.

The study is one of the first attempts to discern how spirituality development leads to an accumulation of psychological resources and life wellbeing among management graduates'.

This paper aims to explore the effects of the positive psychological capital of young start-up entrepreneurs on start-up intention and entrepreneurial performance and examines variations in the relationship when measures based on Hofstede’s (1980) cultural dimensions model are applied. This study aimed to analyze whether the sub-factors comprising positive psychological capital differ across distinct groups, thereby enhancing the effects on start-up intention and entrepreneurial performance.

Data were collected from a total of 600 young start-up entrepreneurs from China (n = 300) and Korea (n = 300) to examine the relationship between psychological capital and start-up intention on entrepreneurial performance. To test the hypotheses, multi-group confirmatory factor analysis (CFA) with covariance structure analysis was conducted using EQS6b.

The results of the CFA show that sub-factors that comprise positive psychological capital, namely, hope, resilience and self-efficacy, were found to have positive effects on start-up intention. However, another sub-factor, optimism, did not have a significant effect on start-up intention. In addition, the positive psychological capital of young start-up entrepreneurs was found to be closely related to start-up intention.

A limitation of this study is that it fails to cover a wide range of concepts associated with psychological capital. There are likely many concepts that factor into understanding psychological capital beyond trust, the sharing of core values and the sharing of knowledge. In the future, systematic studies need to be conducted on models that review the roles of a wide range of explanatory variables for psychological capital.

The implications of this study apply in two areas. First, the academic implications involve the evaluation of psychological capital. Psychological capital is not being studied as widely as it should be in many areas of management and financial studies. Even though intrinsic factors such as psychological capital are core marketing concepts that cannot be neglected by today’s enterprises and CEOs, theories and empirical studies on these factors have made little progress. Under such circumstances, this study represents an opportunity to advance the theoretical discussion by presenting and examining new intrinsic factors associated with young start-up entrepreneurs from the perspectives of the managerial mindset, personnel management and marketing capabilities.

In the early stages of the introduction of psychological capital, studies focused on the meaning of research, the development of valid measurement tools and strategies for developing psychological capital. This paper presents an empirical study on the relationship between several variables related to the positive psychological capital of entrepreneurs, start-up intention and entrepreneurial performance. On the individual level, this study focused on the relationship between psychological capital and start-up intention and entrepreneurial performance, respectively.

Existing studies on psychological capital have focused mainly on positive organizational behavior. In the early stages of the introduction of psychological capital, studies focused on the meaning of research, the development of valid measurement tools and strategies for developing psychological capital. This paper presents an empirical study on the relationship between several variables related to the positive psychological capital of entrepreneurs, start-up intention and entrepreneurial performance.

Prior studies have consistently shown that leader psychological capital is beneficial for leader–member exchange (LMX) and followers’ outcomes. In this study, the authors challenge this consensus; they propose that a leader with high-level psychological capital may decrease LMX and promote followers’ turnover intention when encountering a follower with low-level psychological capital. Only congruent psychological capital in leader–follower dyads increases LMX and decreases turnover intention.

A two-wave survey was designed to collect data from a sample of 207 leader–follower dyads in the service industries of China. Polynomial regression combined with the response surface analysis was used to test the hypotheses.

(1) LMX increased when the levels of psychological capital between leaders and followers were congruent, but LMX suffered when they were not congruent (e.g. leaders’ psychological capital was higher than followers’ or otherwise); (2) in the conditions of psychological capital congruence, LMX was higher when a leader’s and a follower’s psychological capital were both high than low; (3) LMX mediated the relationship between psychological capital congruence and followers’ turnover intention.

These findings provide a novel perspective on understanding of the function of psychological capital and its implications for turnover management.

This paper explores the “Western” concept of psychological capital in the People's Republic of China (PRC) and highlights critical areas of divergence and notable dimensions of similarity.

This is an empirical study conducted in a wide range of Chinese organisational forms, employing an inductive approach based on critical incident technique.

This research showed that the concept of psychological capital appears to have a degree of applicability and salience in China. A series of dimensions common in Western organisations were found in our research, including Optimism, Creativity, Resiliency, Self‐confidence, Forgiveness and Gratitude, Courage and Ambition (Hope). These were found to be common types of psychological capital both in China and in the West. However, the dimensions of Courtesy and Humility (Qian‐gong‐you‐li in Chinese), Self‐possession and Sincerity fell into the “different” category.

This paper is a first attempt to examine psychological capital in a range of organisational forms and industrial sectors in China using a grounded theory approach. It not only reports various dimensions of Chinese psychological capital, some unique to this research, but also compares and contrasts these dimensions between China and the West, highlighting further research opportunities.

The purpose of this study is to examine the impact of ethical leadership and psychological capital on knowledge sharing and knowledge creation in organizations. It also investigates the mediating effect of psychological capital and moderating effect of shared goals in the relationship between ethical leadership and knowledge sharing and between ethical leadership and knowledge creation.

The study uses a quantitative research design wherein the survey questionnaire has been used to gather data from 700 respondents in public sector research organizations, information technology companies and central universities and colleges. Hypotheses of the study have been tested using structural equation modelling.

The findings unveil that ethical leadership and psychological capital have a positive impact on knowledge sharing and knowledge creation. Psychological capital mediates and shared goals moderates the relationships of ethical leadership with knowledge sharing and knowledge creation. Knowledge sharing mediates between ethical leadership and knowledge creation.

The study exploits quantitative research methodology, which may be supplemented by other research methodologies by future researchers.

This study offers new insights into the sharing and creating of knowledge by employees under the influences of ethical leadership and psychological capital. It will encourage future researchers and practitioners to further explore these dimensions for a more detailed investigation and explanation at work place. This study suggests that organizational leaders should behave in an ethical manner and should emphasise on various organizational interventions to increase psychological capital and shared goals to strengthen knowledge sharing and knowledge creation.

This study is among early attempts for investigating the linkage of ethical leadership and psychological capital with knowledge sharing and knowledge creation.

The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions.

To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2.

Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention.

This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality.

Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention.

Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

This study examines the relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from Vietnamese small and medium-sized enterprises.

The method employed in the research is the Structural Equation Modeling (SEM) for testing hypotheses of data collected from a sample of 800 employees working in small and medium-sized enterprises in Vietnam.

The results show that the task-oriented leadership style has a positive impact on organizational commitment, limits job satisfaction and no obvious association with the psychological capital of employees. Besides, job satisfaction and psychological capital play an important role in the organizational commitment of employees in small and medium-sized enterprises of Vietnam.

This paper aims to shed light on a less fully explored topic for organizational behavior in small and medium-sized enterprises in emerging markets like Vietnam. In contrast to extensive studies on the participative and supportive leader, this study focuses on task-oriented leadership style in the testing and analysis to understand the theory of leadership style, psychological capital, job satisfaction and organizational commitment in emerging markets and provides more knowledge on employee behavior management for companies in Vietnam. This is a unique contribution to the original value of this article.