Structural Relationship among Positive Psychological Capital, Perceived Organizational Support, Work Engagement, and Innovative Behaviors for IT Sales Persons

2017 ◽  
Vol 19 (4) ◽  
pp. 23-47
Author(s):  
Hye-Min Lee ◽  
Hae-Deok Song
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Structural Relationship ◽  
Positive Psychological Capital ◽  
Support Work ◽  
Innovative Behaviors

Role of individual and organizational variables as predictors of job satisfaction among hotel employees

2020 ◽  
Vol 20 (4) ◽  
pp. 466-480
Author(s):  
João Viseu ◽  
Patrícia Pinto ◽  
Sérgio Borralha ◽  
Saul Neves de Jesus
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Organizational Health ◽  
Organizational Variables ◽  
Positive Psychological Capital ◽  
Hotel Employees ◽  
Individual Variables

Job satisfaction is a key concept in the organizational literature, as satisfied employees allow organizations to achieve desired work-related outcomes. Nevertheless, more research is needed to understand what organizational and individual variables shape the job satisfaction of employees from the hospitality sector. This study assesses the role of organizational variables (perceived organizational support and organizational health) and individual variables (positive psychological capital and creative personality) as possible determinants of job satisfaction. A total of 504 hotel employees from the Algarve region, the main Portuguese tourism destination, participated in this study. Structural equation modeling with latent variables was used to evaluate the proposed model. Results showed that perceived organizational support was the most important predictor of job satisfaction, followed by organizational health. Organizational health also predicted positive psychological capital, which, in turn, was significantly associated with job satisfaction. These results have important practical implications for human resources management in the hospitality industry.

scholarly journals Associations of Occupational Stressors, Perceived Organizational Support, and Psychological Capital with Work Engagement among Chinese Female Nurses

2017 ◽  
Vol 2017 ◽  
pp. 1-11 ◽  
Author(s):  
Xiaoxi Wang ◽  
Li Liu ◽  
Futing Zou ◽  
Junhui Hao ◽  
Hui Wu
Keyword(s):  
Organizational Climate ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Hierarchical Regression ◽  
Occupational Stressors ◽  
Cross Sectional ◽  
Reward Imbalance ◽  
Female Nurses

This study aimed to explore the associations of occupational stressors (extrinsic effort, reward, and overcommitment), perceived organizational support (POS), and psychological capital (PsyCap) and its components (self-efficacy, hope, resilience, and optimism) with work engagement and the mediating roles of PsyCap and its components among Chinese female nurses within the framework of the job demands-resources (JD-R) model. A cross-sectional sample (1,330) completed the Utrecht Work Engagement Scale, Effort-Reward Imbalance Scale, Survey of POS, and PsyCap Questionnaire, and effective respondents were 1,016 (76.4%). Hierarchical regression analysis and Preacher and Hayes’ asymptotic and resampling strategies were used. Extrinsic effort was negatively associated with vigor, dedication, and absorption, while POS, PsyCap, and hope were positively associated with them. Reward and overcommitment were positively associated with dedication and absorption. Optimism was positively associated with vigor and dedication. Optimism mediated the associations of extrinsic effort, reward, and POS with vigor and dedication. PsyCap and hope mediated the associations of POS with vigor, dedication, and absorption. There is a low level of work engagement among Chinese female nurses. Extrinsic effort could reduce work engagement, while reward, overcommitment, POS, PsyCap, hope, and optimism could enhance work engagement. Hospital managers should develop the PsyCap of female nurses through controlling occupational stressors and establishing supportive organizational climate to enhance their work engagement.

The Mediation of Psychological Capital in the Relationship of Perceived Organizational Support, Engagement and Extra-Role Performance

2018 ◽  
Vol 14 (4) ◽  
pp. 30-45 ◽  
Author(s):  
Musarrat Shaheen ◽  
Raveesh Krishnankutty
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Explicit Knowledge ◽  
Psychological Capital ◽  
Positive Influence ◽  
Equation Modeling ◽  
Role Performance ◽  
Insurance Agents

Organizations become vulnerable to the loss of the tacit and explicit knowledge when employees leave the organization. To mitigate this loss, organizations adopt flexible labor model, where employees are managed as flexible workers. But, engaging these workers becomes another challenge for the organization, as due to limited interaction they are less attached with the organization. Data is collected from 212 insurance agents of India and structural equation modeling (SEM) was done to analyse the responses. The results obtained indicated a significant positive influence of perceived organizational support (POS) on work engagement level and the extra-role performance behaviors (ERB) of the flexible workers. Personal resources of employees (i.e., psychological capital) that aids in positive evaluation of a situation is found mediating the influence of POS on work engagement and ERB. Present study is among the few studies that provide avenues to keep flexible workers engaged and motivated towards ERBs in knowledge intensive organizations.

scholarly journals WORK PERFORMANCE: THE IMPACT OF WORK ENGAGEMENT, PSYCHOLOGICAL CAPITAL, AND PERCEIVED ORGANIZATIONAL SUPPORT

2020 ◽  
Vol 4 (1) ◽  
pp. 88
Author(s):  
Kiky Dwi Hapsari Saraswati ◽  
Mirda Sari Ningtyas Dara Pertiwi
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Mental Hospital ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Utrecht Work Engagement Scale ◽  
The Family ◽  
The Impact ◽  
Engagement Scale

Work performance, undoubtedly, is the key of organizational success. Therefore, it is very important to find out the antecedents which will significantly lead to work performance. Unlike other organizations, mental hospital is a unique institution delivering a different kind of service, both to the patients as well as the family of the patients. Adding to the fact, nurses play a very important role in determining the performance of the hospital. Current study aimed to investigate the contributions of work engagement, psychological capital, and perceived organizational support towards work performance. This was a quantitative non-experimental research employing four questionnaire distributed to 140 nurses from all positions, ranging from junior to senior,  and conducted in a mental hospital in Jakarta, Indonesia. The questionnaires distributed to participants were 47-item Individual’s Work Performance, 3-item Utrecht Work Engagement Scale, 24-item Psychological Capital Questionnaire, and 8-item Survey of Perceived Organizational Support. The results of the study found that work engagement played a significant role towards work performance (F=42.402, p<0,05). Moreover, psychological capital and perceived organization support contributed a significant impact towards work engagement (F=3.678, p<0.05). Tidak diragukan lagi bahwa kinerja adalah kunci keberhasilan organisasi. Oleh karena itu, mengetahui anteseden yang secara signifikan akan mengarah pada kinerja sangat penting. Tidak seperti organisasi lain, rumah sakit jiwa adalah institusi unik yang memberikan layanan yang berbeda, baik untuk pasien maupun keluarga pasien. Ditambah juga perawat memainkan peran yang sangat penting dalam menentukan kinerja rumah sakit. Penelitian ini bertujuan untuk menyelidiki kontribusi keterlibatan kerja, modal psikologis, dan dukungan organisasi yang dirasakan terhadap kinerja kerja. Penelitian ini adalah penelitian kuantitatif non-eksperimental yang menggunakan empat kuesioner yang didistribusikan kepada 140 perawat dari berbagai posisi, mulai dari junior hingga senior, dan dilakukan di sebuah rumah sakit jiwa di Jakarta, Indonesia. Kuesioner yang dibagikan kepada peserta adalah Individual’s Work Performance yang terdiri dari 47 item, Utrecht Work Engagement Scale yang terdiri dari 3 item, Psychological Capital Questionnaire yang terdiri dari 24 item, dan Survey of Perceived Organizational  Support yang terdiri dari 8 item. Hasil penelitian menemukan bahwa keterlibatan kerja berperan penting terhadap kinerja kerja (F = 42,402, p <0,05). Selain itu, modal psikologis dan dukungan organisasi yang dirasakan berkontribusi secara signifikan pada keterlibatan kerja (F = 3,678, p <0,05).

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