Download or read book Examining the Relationship Between Psychological Capital and Employee Engagement written by Noel D. Sugay and published by . This book was released on 2014 with total page 58 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Dimensions of Psychological Capital and Their Relationship with Employee Engagement written by Tehmina Batool and published by . This book was released on 2014-06-04 with total page 80 pages. Available in PDF, EPUB and Kindle. Book excerpt: Master's Thesis from the year 2012 in the subject Business economics - Personnel and Organisation, course: Master of Commerce, language: English, abstract: Today's business environment is facing the challenges and problems to achieve effective performance by employees. The core construct of psychological capital or PsyCap (involving Hope, Self-efficacy, Optimism and Resilience) is associated with various employees attitudinal or performance effects. Therefore, the objective of this study is to investigate the influence of the dimensions of psychological capital (hope, optimism, self-efficacy and resilience) on employee engagement. The data is collected from 171 employees engaged in the Commercial Banks of Lahore through questionnaires. Data is analyzed with the help of Statistical Software SPSS 16. The correlation, regression analysis, histograms and descriptive statistics are analyzed. Self-efficacy, hope, optimism and resilience have positive and significant relationship with employee engagement. The conclusion, discussion, limitations are also included.

Download or read book Exploring the Relationship Between Psychological Capital and Work Engagement written by Sonya Bekker and published by . This book was released on 2016 with total page 160 pages. Available in PDF, EPUB and Kindle. Book excerpt: Psychological capital -- Work engagement -- Hope -- Resilience -- Efficacy -- Optimism -- Positive psychology -- Positive organisational behaviour.

Download or read book Improving Engagement written by Scott Beatrice and published by . This book was released on 2020 with total page 51 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this study is to investigate the moderating effect that different leadership styles (Transformational, Transactional, and Passive-Avoidant) can have on the relationship between Psychological Capital and Employee Engagement. Additionally, it explores the direct positive relationship that Psychological Capital and Transformational Leadership have on Employee Engagement. This study examines 238 adults that work at least 20 hours a week. The results show that Psychological Capital and Transformational Leadership have strong, positive effects on Employee Engagement and Transformational Leadership positively moderates the direct relationship between Psychological Capital and Employee Engagement. The importance of Psychological Capital in its relationship to Employee Engagement depends on the level of Transformational Leadership present in the relationship. Discussion and future study recommendations are included.

Download or read book Psychological Capital and Beyond written by Fred Luthans and published by Oxford University Press, USA. This book was released on 2015 with total page 337 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although there are as many answers to the question of how organizations can gain competitive advantage in today's global economy as there are books and experts, one lesson seems very clear: traditional answers and resources are no longer sufficient. This seminal book offers not only an answer regarding how to gain competitive advantage through people, but also a brand new, untapped human resource--psychological capital, or simply PsyCap. Generated from both the positive-psychology movement and the authors' pioneering work on positive organizational behavior, PsyCap is a rigorous concept: to be included in PsyCap, a given positive construct must be based on theory, research, and valid measurement, must be open to development, and must have measurable performance impact. The positive constructs that have been determined to best meet these PsyCap criteria--efficacy (confidence), hope, optimism, and resiliency--are covered in separate chapters in Psychological Capital and Beyond. Following an exploration of other potential positive constructs such as creativity, wisdom, well-being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage, the authors summarize the research demonstrating the performance impact of PsyCap. They go on to provide the PsyCap Questionnaire (PCQ) as a measurement tool, and the PsyCap Intervention (PCI) as a development aid. Psychological Capital and Beyond provides theory, research, measurements, and methods of application for psychological capital, a resource that can be developed and sustained for competitive advantage. Each copy includes a complimentary PsyCap online self-assessment.

Download or read book Positive Organizational Behavior written by Debra Nelson and published by SAGE Publications. This book was released on 2007-05-14 with total page 244 pages. Available in PDF, EPUB and Kindle. Book excerpt: 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.

Download or read book Leadership Engagement and Workplace Behaviors written by Mulyadi Robin and published by . This book was released on 2014 with total page 332 pages. Available in PDF, EPUB and Kindle. Book excerpt: Drawing from the positive psychology, organizational leadership and organizational behavior literature, this study explores the relationship between positive leadership behaviors, psychological capital (PsyCap), employee work engagement, as well as destructive workplace deviant behavior in Australian firms. Data were collected from Australian organizations across different industries (n=441).In the first model, the relationship between servant leadership and employee engagement as mediated by PsyCap was examined. Results suggested that PsyCap partially mediated the relationship between servant leadership and employee engagement.The second model examined the relationship between servant leadership and both interpersonal workplace deviant behavior and organizational workplace deviant behavior as mediated by PsyCap. Results suggested that the relationship between servant leadership and interpersonal workplace deviant behavior was fully mediated by PsyCap, whereby PsyCap only partially mediated the relationship between servant leadership and organizational workplace deviant behavior.In summary, the current study has addressed the gaps in the positive psychology, organizational leadership and organizational behavior literature by revealing that PsyCap is the mechanism through which servant leadership influences employee attitudes (employee engagement) and behaviors (workplace deviant behavior). The study joins the growing body of leadership literature that recognizes the distal and indirect nature of the leadership - outcome relationship. The study also provides an evidence-based case for adopting servant leadership as a framework in leadership development programs.

Download or read book Psychological Capital Developing the Human Competitive Edge written by Fred Luthans and published by Oxford University Press, USA. This book was released on 2006-08-04 with total page 256 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although there are as many answers to the question of how organizations can gain competitive advantage in today's global economy as there are books and experts, one lesson seems very clear: traditional answers and resources are no longer sufficient. This seminal book offers not only an answer regarding how to gain competitive advantage through people, but also a brand new, untapped human resource--psychological capital, or simply PsyCap. Generated from both the positive psychology movement and the authors' pioneering work on positive organizational behavior, PsyCap goes beyond traditionally recognized human and social capital. But PsyCap is not a vague or unscientific concept: to be included in PsyCap, a given positive construct must be based on theory, research, and valid measurement, must be open to development, and must have measurable performance impact. The positive constructs that have been determined to best meet these PsyCap criteria, efficacy (confidence), hope, optimism, and resiliency, are covered in separate chapters in Psychological Capital. After exploring other potential positive constructs such as creativity, wisdom, well being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage, the authors summarize the research demonstrating the performance impact of PsyCap. They go on to provide the PsyCap Questionnaire (PCQ) as a measurement tool, and the PsyCap Intervention (PCI) as a development aid. Utility analysis indicates that investing in the development of PsyCap as presented in this book can result in a very substantial return. In total, Psychological Capital provides theory, research, measurements, and methods of application for the new resource of psychological capital, a resource that can be developed and sustained for competitive advantage.

Download or read book The Impact of Psychological Capital on Employee Engagement and Innovative Behavior Examining the Role of Voice and Trust written by 珊米拉 and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Oxford Handbook of Positive Psychology and Work written by P. Alex Linley and published by Oxford University Press, USA. This book was released on 2010 with total page 368 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume examines what positive psychology offers to our understanding of key issues in working life today. The chapters focus on such topics as strengths, leadership, human resource management, employee engagement, communications, well-being, and work-life balance.

Download or read book The High Impact Leader written by Bruce J. Avolio and published by McGraw Hill Professional. This book was released on 2008-07-15 with total page 292 pages. Available in PDF, EPUB and Kindle. Book excerpt: Based on research by the Gallup Leadership Institute, a proven program for developing valuable leadership ability, both in yourself and in others Extensive research has identified specific traits that transform average individuals into authoritative, influential, and "authentic" leaders. These authentic leaders learn from the mistakes and successes of themselves and others and build a positive strength initiative within their organizations. In The High Impact Leader, Gallup veterans Bruce Avolio and Fred Luthans show you what you can do to develop and leverage your own leadership strengths into positive, lasting improvement for both yourself and your organization. Their findings combined with examples of wellknown leaders in action--such as Howard Schultz, of Starbucks, and Microsoft's Bill Gates--provide guidelines for accelerating leadership development in any environment. Building on Gallup's innovative "positive strengths" initiative, this results-driven book provides: Proven indicators for gauging personal progress toward authentic leadership Strategies for building a pool of leadership-ready individuals in any organization Proprietary Gallup poll data and innovative leadership-building tools

Download or read book Research Companion to Working Time and Work Addiction written by Ronald J. Burke and published by Edward Elgar Publishing. This book was released on 2006 with total page 381 pages. Available in PDF, EPUB and Kindle. Book excerpt: Ronald Burke has put together a collection of state-of-the-art research and writing about work hours and work addiction from around the world. This book is essential reading for academics, managers, human resource professionals and anyone else interested in identifying types of work addiction, learning about antecedents and consequences of workaholism, as well as how to help people achieve work life balance. The contributions from top notch researchers and academics in the field provide a rounded view of how the interplay between career aspirations, work motivation and working conditions contribute to health outcomes and effectiveness at work. Astrid M. Richardsen, Norwegian School of Management, Norway The Research Companion to Working Time and Work Addiction captures the essence and intricacies of an important and fascinating topic. It explores the body of writing on work-hours that until this book existed quite separately from literature on work addiction. As can be expected from the breadth of his knowledge and the consistent quality of his work, Ronald J. Burke has done a terrific job of editing a book that presents work addiction and working time in a way that is both scientifically sound and engaging. The twenty four contributors have done an excellent job of extending and refining our understanding of work addiction and working time in this collection of excellent conceptual and empirical chapters. This book is a must for all scholars and practitioners who are interested in this fascinating aspect of work life. Ayala Malach-Pines, Ben-Gurion University, Israel This is an excellent and unique book which not only addresses the detrimental effects of long working hours and work addiction, but also investigates the causes and treatment of workaholism. An outstanding volume which includes both conceptual and empirical chapters from distinguished academics and practitioners from several countries. This is essential reading for all those interested in health and well-being in the workplace and the establishment of satisfactory home and work life balances. The editor should be congratulated for this groundbreaking book. Marilyn J. Davidson, University of Manchester, UK This book is overdue. Someone, somewhere, a long time ago, should have put this book together, because its value is incalculable. The pace of change in the workplace has vastly increased, and workers see their jobs as more complex and fragmented. What is the prognosis? Where is it all going? What can be done about it? If anything? This book is more a handbook than a research companion, on all those aspects of the workplace that touch on or represent change, pace, workload, work addiction, work life balance, job satisfaction, job involvement, stress, conflict, values, Type A behaviour and other personality disorders. What s more, it delves into some of the more unknown elements of these aspects of work, in different countries. Read it. You ll not be disappointed. Janice Langan-Fox, Swinburne University of Technology, Melbourne, Australia This is a timely and needed book for all professionals who have concerns about issues related to quality of life and well-being. This book is an original piece prepared by a team of international experts, written in an informative and scholarly manner, and presents in an effective form the accumulated wealth of knowledge on the theme. This is a solid book that can satisfy both the academic readership and the professional community. I truly and sincerely recommend it. It is a must for people who are interested in this subject. Simon Dolan, ESADE Business School, Spain This Research Companion examines the effects of work hours on individual and family well-being and questions why people work hard and whether some can work too hard. It integrates contributions from two areas of research work hours and work addiction that have historically been pursued separately. Ronald Burke argues that while work hours have decreas

Download or read book The Combined Effects of Psychological Conditions Contributing to the Outcome of Employee Engagement written by Brenda E. Kraner and published by . This book was released on 2019 with total page 117 pages. Available in PDF, EPUB and Kindle. Book excerpt: Organizations today are struggling to attract and retain an engaged workforce. Those organizations who succeed experience an increase in job performance, productivity, customer satisfaction, and employee retention. There is a growing interest in identifying the key factors that contribute to a work environment that is conducive to employee engagement. This study was designed to examine the relative importance of the psychological conditions necessary for employee engagement: a sense of meaningfulness, psychological safety and psychological availability. This study examined engagement in the context of the job itself, the relationships in the work environment, and what the individual brings to the job. The specific predictors of employee engagement examined were: sense of meaningfulness, psychological capital, co-worker relationships and transformational leadership. A 56-item survey was distributed to staff members of a mid-sized four year institution located in the Midwest. While all four factors were positive and significantly correlated to the outcome of engagement, a sense of meaningfulness was the strongest predictor of employee engagement. Psychological capital was the second strongest predictor, followed by positive co-worker relationships and transformational leadership. The findings in this study contribute to what we know about the predictors of employee engagement and provide both scholars and practitioners with a greater understanding of key factors that contribute to the outcome of employee engagement. Implications and directions for future research and practical applications for practitioners is discussed.

Download or read book Perceived Organisational Support and Work Engagement written by Seena Nikhil and published by . This book was released on 2019 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: In the present business scenario, it has been proved time and again that perceived organisational support (POS) has a significant influence on work engagement. But, the role of intervening variables in this relationship has rarely been examined. This article proposes a theoretical framework that explores the role of psychological capital as an intervening variable in the relationship between POS and work engagement. Psychological capital (PsyCap) is a positive core construct consisting of the psychological resources of efficacy, hope, optimism, and resilience. The role of PsyCap as a mediator for influencing work engagement imparts a crucial tool to the HR managers as PsyCap can be developed through training. Also, when an employee feels engaged in his work primarily because of his PsyCap, it would be more deep rooted and lasting than from an organisational level variable such as POS. This paper also discusses the influence of POS on each construct of PsyCap. In addition, this study provides insight into the process through which employee's PsyCap influences his engagement levels. It also has implications for managers who struggle to keep their employees engaged.

Download or read book The Impact of Employee Engagement on Employee Retention written by Tehseena Ashraf and published by . This book was released on 2020 with total page 24 pages. Available in PDF, EPUB and Kindle. Book excerpt: Purpose - Employee engagement and retention is a promising area in management as well as psychology. The purpose of this paper is to examine the effects of employee engagement (EE) on their retention (ER). We proposed a theoretical framework modifying (M. Gupta, 2018) model explaining how employee engagement affects their retention. The original model linked engagement with control at work (CAW) and general wellbeing (GWB) through psychological capital (PsyCap). We extended this model by linking CAW and GWB to employee retention. We further added job satisfaction (JS) as a mediator between EE and ER. Design/methodology/approach - To establish its empirical validity, we conducted a survey from 200 employees working in different companies in Pakistan by using a closed-ended Likert scale type questionnaire. Data were analyzed using confirmatory factor analysis and structural equation modeling.Findings - Findings suggested a positive significant relationship between EE and ER. PsyCap, CAW, and JS play a significant mediator role for EE and ER, only GWB does not mediate the relationship between EE and ER.Practical Implication - This will help in retaining employees and mounting psychological capital through training and development since when employees will be happy and motivated, they can perform well and will have job satisfaction. As a result, the level of the intention of employees to leave would below. Originality/Value - This study is preliminary the first to investigate the association between EE and ER through many other constructs (PsyCap, CAW, GWB, and JS) in the Pakistani context.

Download or read book Target Difficulty Psychological Capital and Work Engagement written by Makoto Kuroki and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study investigates whether the level of target difficulty that firms set has a positive effect on their employees' psychological state and behavior. Because traditional goal setting theory assumes that the relationship between target difficulty and performance depends on the employees' abilities and knowledge, but does not consider their psychological capital, we investigate the role of psychological capital. First, we investigate whether employees faced with higher target difficulty have higher work engagement and whether very high levels of target difficulty are negatively associated with employee work engagement. Second, we examine whether psychological capital, as a moderating variable, affects the relationship between target difficulty and work engagement. Data from a survey of 1,656 employees of a Japanese listed firm were analyzed to test the hypotheses. The results show that there is a positive relationship between the difficulty of employees' targets and their work engagement, but very high levels of target difficulty are negatively associated with employee work engagement. Further, the results also show that psychological capital strengthens the relationship between target difficulty and work engagement. This study contributes to management accounting research, especially from a psychological perspective, by providing new evidence for the moderating effect of psychological capital on the relationship between target difficulty and work engagement.

Download or read book Human Resource Management in China written by Fang Lee Cooke and published by Routledge. This book was released on 2013-07-03 with total page 264 pages. Available in PDF, EPUB and Kindle. Book excerpt: The approach to managing human resources has changed significantly in China over the last twenty-five years as its transformation from a state planned economy to a market-oriented economy continues. By adopting a broad notion of HRM, while remaining sympathetic to the strong emphasis on relationship management in the Chinese culture, Fang Lee Cooke builds on the foundations of traditional Chinese HRM practice and brings it right up to date, including analysis of currently under-explored issues such as diversity management, talent management, new pay schemes, and performance management. Including extensive first hand empirical data and pedagogical features such as vignettes, case studies, and further reading lists. This book will be of great use on upper level undergraduate, post graduate and MBA courses covering international/Chinese management and HRM as well as appealing to practitioners, students and scholars of Chinese Business, Asian Business and Human Resource Management.