Positive Psychological Capital - Relationship Between Positive Psychological Capital and Different Organizational Outcomes

Relationship Between Positive Psychological Capital and Different Organizational Outcomes

Psycap has positive correlation with performance and satisfaction

Research found that high Psycap employees performed better than low Psycap employees. This difference in performance can be explained by their Psychological constructs which manifest themselves in their cognitions and motivations. The influence on the employees performance is stronger while referring to Psycap than for each of its Components, meaning, Psycap explains more than its components combined.

Psycap mediates between supportive climate and employee performance - Psycap

Psycap and positive supportive climate are necessary for human resources in order to achieve stable organizational growth. Supportive climate is defined as the total support that an employee receives from their coworkers, other departments and their supervisors which helps them with their job demands.

High Psycap Employees supports effective organizational change

Organizational change is defined as a lack of fit with the environment which intensifies as a result of a gap between the organizational goals and its present outcomes. The employees have the responsibility to adjust and behave according to the new strategy dictated by the management, mostly with fewer resources. During change, different aspects of employees’ Psycap is put to the test – they have to learn new ways of behavior and be confident to do so, recover from the crisis, be motivated to cope efficiently and to believe in a better future. Psycap and positive emotions are examples of how personal factors facilitate organizational change. Positive change is defined as every change that the organization undergoes for its own benefit and has more positive psychological and behavioral consequences than negative ones. The role of positive emotions is that they help workers cope with the organizational change by broadening their point of view, encourage open decision making and giving them essential vitality for their coping. This interaction means that Psycap, through positive emotions, influences the worker’s attitudes and behavior, which in turn, influences the organizational change.

Psycap decreases absence from work

Psycap has interesting influences on absence from work. Few meta-analyses have shown a connection between personal and organizational climate factors to the level of absenteeism from work. Recently, however, research has shown that attitude variables like satisfaction and commitment cannot explain the significant variance in absenteeism. Psycap can give a new perspective to the understanding and coping with absenteeism. Research has shown that Psycap has a positive influence on levels of involuntary and voluntary absenteeism.

The basis of the interaction between Psycap and absenteeism lies in the already proven connection between the body and the soul and more specifically, a strong connection between stress and physiological factors. Workers who confront similar obstacles in their workplace will react differently according to their Psycap and therefore the influence of such obstacle on them will be different. The nature of workers with high Psycap will contribute to lower levels of sickness or to the ability to recover from sickness and get back to work afterwards, which will result in lower levels of involuntary absenteeism.