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The Effects of Psychological Capital on Public Employees’ Burnout: An Example From Turkey

100%
Kapusuz A. G., Fedai Çavuş M.
Central European Management Journal
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2019
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vol. 27(2)
33-47
EN
Purpose: The aim of this study is to review the effects of psychological capital on employees’ burn out in the work environment. This research is paired with Self-Efficacy Theory, which emphasizes that the results of efforts and performances are the most significant sources of self-efficacy. Methodology: Data collected from 416 Turkish workers employed at public institutions in Turkey were included in the analyses to identify the effects of psychological capital on burnout by using two different types of scales (burnout and psychological capital scales) into a single questionnaire form with Likert-type response scale. Beside the Reliability Analysis, different statistical valuation methods –such as regression and correlation analyses– have also been used. Findings: The results of analyses conducted on the sample of 416 Turkish workers reveal that statis tically significant relationships appear between self-efficacy and depersonalization, hope and low personal accomplishment, optimism and emotional exhaustion, optimism and depersonalization. Optimism is negatively related to emotional exhaustion and depersonalization while positively and insignificantly related to low personal accomplishment. Both self-efficacy and optimism are signifi cantly effective in explaining depersonalization. Hope positively and significantly contributes to explain the low personal accomplishment level of employees. On the other hand, optimism negatively and significantly contributes to emotional exhaustion. Implications: As found in the results of this research, optimism will decrease emotional exhaustion. Resilient people can more easily adapt to changes in life. Organizations may focus not only on improv ing organizational structure but also foregrounding workers’ positive personality traits and healthy psychological capital systems. Value: This research which emphasizes the effects of psychological capital on burnout levels of em- ployees is as valuable as others in relevant literature with different research results which are more valuable than the other. null
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How Can the Organizational Commitment of Pakistan Railways’ Employees Be Improved? The Moderating Role of Psychological Capital

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Nawaz M., Bhatti G. A., Ahmad S., Ahmed Z.
Journal of Entrepreneurship, Management and Innovation
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2018
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vol. 14
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issue 1
123-142
EN
The purpose of this research is twofold: firstly it was planned to examine the relationship and impact of peer-relationship on organizational commitment by means of and without the moderating role of psychological capital. Secondly, the researchers aimed to examine the association of organizational culture and organizational commitment, similarly, by way of and without the moderating effect of psychological capital. This study is cross-sectional by nature in which data were collected from the operational staff of Pakistan railways. While investigating the moderating impact of psychological capital on the association of peer relationship and organizational commitment, it was found that psychological capital strengthens the relationship of peer relationship and organizational commitment; and also strengthens the relationship of organizational culture and organizational commitment as well.
3
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Relationship between spiritual values and psychological capital among university employees

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Zehra S., Husain A.
The New Educational Review
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2015
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vol. 39
253-263
EN
There are no greater treasures than spiritual values of the employees for their development and organizational development. Psychological capital provides a combined construct as a main contributor to the competitive advantage of organisations. The construct adds the value of positive psychological resources to the existing best measure of organisational worth, comprised of the more established constructs of social capital, human capital, and traditional physical and financial capital. The presented study examined the relationship between Spiritual Values and Psychological Capital among 100 school teachers and 100 non-teaching staff of Aligarh Muslim University, Aligarh, India. A Spiritual Values Scale developed by Husain, Zehra and Jahan (in press), and a Psychological Capital Questionnaire by Luthans et al. (2007) were administered to them. The data were analyzed by means of Cronbach’s alpha and multiple regression analysis. Cronbach’s alpha for the total sample was found to be 0.947. Significant positive correlation coefficients were found between spiritual values and self-efficacy, spiritual values and hope, and spiritual values and psychological capital among males, females and non-teaching staff members. Significant positive correlations were also found between spiritual values and self-efficacy, spiritual values and hope, spiritual values and resilience, spiritual values and optimism, and spiritual values and psychological capital among university employees.
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The Assess Model of Intellectual Capital and a Company's Value Added Cohesion

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Mačerinskienė I., Survilaitė S.
Creative and Knowledge Society
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2012
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vol. 2
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issue 1
82-94
EN
Nowadays intangible assets are especially important in every company and can help to increase a company's value added. The importance is so huge that many companies invest more money in intellectual capital than in material assets. Why has this happened? Scientists answer this question very quickly and easily - many companies have already been disappointed and damaged by their materials, goods, equipment, buildings, cars, machinery that cost a lot of money but do not give effective productivity. On the contrary, intellectual capital that usually costs only the salary of an employee brings significant benefits. The research purpose is to evaluate the cohesion between intellectual capital and a company's value added and to provide the model of this cohesion. The methods used are analysis of scientific literature, GBN matrix method, expert evaluation, average comparison method, and Kendall's coefficient of concordance. Scientific aims: to reveal the cohesion between intellectual capital and a company's value added; to introduce a model of a company's value added and its intellectual capital; to demonstrate the results of expert evaluation on the model of intellectual capital and a company's value. The findings are as follows: intellectual capital is considered as a unit of social capital, communicational capital, and psychological capital; intellectual capital has a huge influence for the growth of a company's value added; employee motivation is the most important factor either for the growth of intellectual capital or a company's value added. Conclusions: expert evaluation was performed in order to investigate the importance of intellectual capital factors for the growth of intellectual capital itself and a company's value added. Experts were taken from two areas: business environment and academic environment. It is possible that experts from other environments could answer the questions in a completely different way, and this model could be improved even more.
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Innovative work behavior and psychological capital - analysis of relationships

75%
Wojtczuk-Turek A.
Organizacja i Zarządzanie : kwartalnik naukowy
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2012
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vol. nr 3
71--88
EN
The purpose of the this study is to identify individual predicators of employees’ innovative work behavior (IWB), defined as generating, promoting, and implementing ideas. Research to date confirms the relationships between innovative behavior and these individual predicators, which strengthens the justification, and need, for including psychological capital – comprised of hope, optimism, efficacy and resilience – into research as an explanatory variable. The study included research which covered employees from medium-sized and large companies operating in Poland. As hypothesized, innovative work behavior was found to be related to employees’ psychological capital. The results of multiple regression analysis show that three dimensions, “self-efficacy”, “hope” and “resilience”, are the main predictors of innovative work behavior.
PL
Celem badania jest poszukiwanie podmiotowych uwarunkowań innowacyjnego zachowania w pracy, rozumianego jako generowanie, promowanie i wdrażanie pomysłów. Stwierdzone w dotychczasowych badaniach związki zachowania innowacyjnego ze zmiennymi podmiotowymi uzasadniają potrzebę włączenia do badań kapitału psychologicznego – obejmującego nadzieję, optymizm, skuteczność i odporność, jako zmiennej wyjaśniającej. Badaniami objęto pracowników różnych szczebli średnich i dużych firm, działających na terenie Polski. Zgodnie z hipotezą innowacyjne zachowanie jest związane z kapitałem psychologicznym. Wyniki wielokrotnej analizy regresji ukazują, że trzy wymiary: „przekonanie o własnej skuteczności”, „nadzieja”, „odporność” są głównymi predyktorami innowacyjnego zachowania w pracy.
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Przedsiębiorczość pozytywna – przyczyny i rezultaty przedsiębiorczości z zakresu pozytywnej teorii organizacji

63%
Zbierowski P.
Problemy Zarządzania
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2015
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issue 4/2015 (56)
38-54
PL
W artykule dokonano próby konceptualizacji nowego podejścia do badań nad przedsiębiorczością – przedsiębiorczości pozytywnej. Jest to przeniesienie, a właściwie zawężenie do pola przedsiębiorczości rozważań badawczych toczonych pod szyldem pozytywnej teorii organizacji (positive organizational scholarship – POS). W artykule zaprezentowano zwłaszcza zjawiska pozytywne będące przyczynami procesu przedsiębiorczości oraz jego skutkami. Do przyczyn zaliczono kapitał psychologiczny, motywację prospołeczną i twórczość. Do rezultatów między innymi dobrostan psychologiczny, satysfakcję oraz równowagę między pracą a życiem prywatnym. W artykule zaprezentowano również wstępne wyniki badań dotyczących dobrostanu przedsiębiorców w różnych kategoriach, przeprowadzonych w ramach Globalnego Monitora Przedsiębiorczości. Artykuł otwiera nowe pole badawcze i zakończony jest propozycjami pytań badawczych.
EN
The paper attempts to conceptualize a new approach in entrepreneurship research – positive entrepreneurship. It involves adapting or narrowing positive organizational scholarship to the field of entrepreneurship. More specifically, the paper presents positive phenomena that are antecedents and outcomes of the process of entrepreneurship. Among antecedents, psychological capital, pro-social motivation and creativity are discussed. The outcomes comprise psychological well-being, job satisfaction and worklife balance. The paper also presents the results of preliminary research on the well-being of various categories of entrepreneurs conducted as part of the Global Entrepreneurship Monitor. The paper opens a new research notion and is concluded with the propositions of research questions.
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Citizenship behaviors in the workplace: the relationships between psychological capital and Leader-Member Exchange. The mediating role of organizational justice and job satisfaction

51%
Turek D.
Organizacja i Zarządzanie : kwartalnik naukowy
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2014
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vol. nr 4
159--185
PL
Celem artykułu jest ukazanie i wyjaśnienie, w jaki sposób pozytywne cechy pracowników (kapitał psychologiczny), tj. optymizm, nadzieja, odporność i poczucie samoskuteczności, a także relacje wymiany pracownik-przełożony wyzwalają gotowość jednostek do podejmowania aktywności wykraczającej poza formalnie zdefiniowaną rolę zawodową. Przesłanki teoretyczne wskazują, że dyspozycje jednostek, podobnie jak relacje pracowników z przełożonymi mogą stanowić dobry predyktor zachowań jedynie w sytuacjach, gdy jako zmienne pośredniczące (mediatory) ujmuje się postawy jednostek. Na podstawie analizy dotychczasowego dorobku badawczego skonstruowano model teoretyczny, zawierający bezpośrednie i pośrednie (mediująca rola sprawiedliwości organizacyjnej i satysfakcji z pracy) związki przyczynowe, który następnie poddano empirycznej weryfikacji. Na postawie badań na populacji 226 osób wykazano, że kapitał psychologiczny i LMX w sposób umiarkowany korelują z zachowaniami obywatelskimi (OCB). Okazuje się jednak, że zmienne te wyjaśniają OCB w sposób pośredni, poprzez mediację sprawiedliwości organizacyjnej i satysfakcji z pracy. Wykazano jednocześnie, że zmienną bezpośrednio tłumacząco zachowania obywatelskie jest satysfakcja z pracy.
EN
The purpose of this article is to describe and explain how the positive qualities characterizing employees, e.g. optimism, hope, resilience, self-efficacy (defined as Psychological Capital) and relations, referred to as Leader-Member Exchange (LMX), enable to forecast the readiness of employees to engage in behaviors exceeding the frames of formal work duties. The reference literature indicate that dispositions of an individual, similarly to relations with supervisors, may provide a good factor for forecasting work behaviors, however, only if the attitudes of employees are intermediate variables. Consequently, a hypothetical model of linear dependencies was established, where Organizational Justice and Job Satisfaction were mediators of relations between independent variables and a dependent variable. The model was then subject to empirical verification. The conducted analyses (based on 226 surveys) show significantly small correlations between Psychological Capital and LMX and an OCB. Nevertheless, these variables explain well the readiness to engage in behaviours exceeding the frames of work duties, if Organizational Justice and Job Satisfaction are applied as complementary mediators. At the same time, it was indicated that the variable, which directly explains employee citizenship behaviors is job satisfaction.
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Kapitał psychologiczny a zadowolenie z sytuacji zawodowej absolwentów psychologii

51%
Lipińska-Grobelny A., Pawlak I.
Teraźniejszość – Człowiek – Edukacja
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2018
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vol. 21
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issue 2(82)
87-101
EN
The aim of the study was to describe the relationship between personal resources that are a part ofthe psychological capital and the psychology graduates’ satisfaction from their professional situation. Thestudy involved 98 people with a degree in psychology, representing Polish higher education institutions,up to 5 years after graduation. The various dimensions that make up the psychological capital: self-efficacy, hope, optimism and resiliency, as well as satisfaction of the professional situation, have been examined by separate tests such as: the Generalized Self-Efficacy Scale, the Questionnaire of Hope forSuccess, the revised Life Orientation Test-evised, the Scale of Measurement of Resilience and the Questionnaire of Satisfaction with the Occupational Situation. The obtained results allowed to conclude thatgraduates in psychology are mostly satisfied with their professional situation and represent above average intensity of variables included in the psychological capital. More over, satisfaction with the pro-fessional situation is associated with all PsvCap’s personal resources, but ultimately it is the hope for success which is its most important asset.
PL
Celem badań było przedstawienie związków, jakie zachodzą między zasobami osobistymi, którewchodzą w skład kapitału psychologicznego, a zadowoleniem z sytuacji zawodowej absolwentówpsychologii. W procedurze badawczej uczestniczyło 98 osób z dyplomem psychologa, reprezentujących polskie uczelnie wyższe, do 5 lat od momentu ukończenia studiów. Poszczególne składowe ka-pitału psychologicznego: przekonanie o własnej skuteczności, nadzieja na sukces, optymizm orazprężność, a także zadowolenie z sytuacji zawodowej, zostały zbadane następującymi narzędziami: Kwestionariuszem Uogólnionej Własnej Skuteczności, Kwestionariuszem Nadziei na Sukces, Testem Orientacji Życiowej, Skalą Pomiaru Prężności oraz Kwestionariuszem Zadowolenia z Sytuacji Zawodowej. Uzyskane wyniki pozwalają na sformułowanie ogólnego wniosku, że absolwenci psychologii są w większości zadowoleni ze swojej sytuacji zawodowej oraz reprezentują ponad przeciętne natężenie zasobów osobistych kapitału psychologicznego. Co więcej, zadowolenie z sytuacji zawodowej wiąże się ze wszystkimi składowymi PsyCap, ale to finalnie nadzieja na sukces jest jego najważniejszym zasobem.
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