اثر سرمایه روان‌شناختی بر عملکرد شغلی و بهزیستی روان‌شناختی: نقش میانجی رشد روان‌شناختی در کار

حیاوی, غزاله; مرادی, آسیه; مومنی, خدامراد; ارشدی, نسرین

doi:10.22055/jiops.2021.38468.1239

نوع مقاله : مقاله پژوهشی

نویسندگان

¹ دانشجوی دکتری روان‌شناسی، دانشگاه رازی ، کرمانشاه، ایران

² استادیار، گروه روان‌شناسی، دانشکده علوم اجتماعی، دانشگاه رازی، کرمانشاه، ایران

³ دانشیار، گروه روان‌شناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران

⁴ استاد گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

https://doi.org/10.22055/jiops.2021.38468.1239

چکیده

هدف پژوهش حاضر بررسی اثر سرمایه روان‌شناختی بر عملکرد شغلی و بهزیستی روان‌شناختی از طریق نقش واسطه‌ای رشد روان‌شناختی در کار بود. جامعه پژوهش کارکنان شرکت ملّی مناطق نفت‌خیز جنوب ‌منطقه اهواز در سال 1398 را در بر میگیرد که از این میان تعداد 418 نفر به روش نمونه‌گیری تصادفی طبقهای انتخاب شدند. دادههای پژوهش با استفاده از پرسش‌نامه‌های سرمایه روان‌شناختی لوتانز و همکاران، رشد روان‌شناختی در کار پوراث و همکاران، عملکرد شغلی ویلیام و آندرسون، و بهزیستی روان‌شناختی دینر و بیسواس-دینر جمع‌آوری گردید. طرح پژوهش از نوع همبستگی از طریق الگویابی معادلات ساختاری (‌SEM) بود. ارزیابی الگوی پیشنهادی با استفاده از نرم‌افزارهای SPSS-25 و AMOS-24 صورت گرفت. جهت آزمودن اثرات واسطه ای نیز از روش بوت استراپ استفاده شد. نتایج مطالعه نشان داد که الگوی پیشنهادی از برازش خوبی با دادهها برخوردار است. یافتههای پژوهش حاکی از تأیید اثرات مستقیم سرمایه روان‌شناختی و رشد روان‌شناختی در کار بر عملکرد شغلی و بهزیستی روان‌شناختی بود. هم‌چنین اثر مستقیم سرمایه روان‌شناختی به رشد روان‌شناختی در کار مورد تأیید قرار گرفت. یافتههای مربوط به فرضیههای غیرمستقیم نشان دهنده تأیید نقش واسطهای متغیر رشد روان‌شناختی در کار در رابطه بین سرمایه روان‌شناختی و پیامدهای عملکرد شغلی و بهزیستی روان‌شناختی بود. با توجه به نتایج این تحقیق، تمرکز بر حالات فردی نیروی انسانی در محیط کار منجر به ارتقاء عملکرد شغلی و بهزیستی روان‌شناختی میگردد، لذا اقداماتی جهت افزایش سرمایه روان‌شناختی و رشد روان‌شناختی در کار در قالب برنامههای آموزشی به سازمان توصیه میشود.

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Psychological Capital on Job Performance and Psychological Well-Being: The Mediating Role of Thriving at Work

نویسندگان [English]

Ghazaleh Hayavi ¹
Asie Moradi ²
Khadmorad Momeni ³
Nasrin Arshadi ⁴

¹ PhD Student in Psychology, Razi University , Kermanshah, Iran

² 2. Assistant Professor, Department of Psychology, Faculty of Social Sciences, Razi University,, Kermanshah, Iran

³ 3. Associate Professor, Department of Psychology, Faculty of Social Sciences, Razi University , Kermanshah, Iran

⁴ Professor, Department of Psychology, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

چکیده [English]

Introduction
Thriving at work is a positive psychological state that definitely describes individual growth at organizations. Thriving at work is a two-dimensional construct composed of feeling of vitality or being energized and a sense of learning that signifies the acquisition and application of knowledge and skills to build capability and confidence at work. These two elements considering the affective and cognitive basis of employee growth and development simultaneously. Most previous studies focused on observing outcomes of thriving at work. Their findings show lots of benefits for both employees and organizations mainly such as psychological and physical health and high quality of job performance, but there are a few studies which identify antecedents of thriving at work. On the other hand, the literature of thriving at work supports its mediating role between some antecedents and consequences. In this regard, the present study has taken into account the effects of one of the major antecedents of thriving at work (psychological capital) on job performance and psychological well-being with highlighting the mediating role of thriving at work. The purpose of this study was to investigate the effect of psychological capital on job performance and psychological well-being considering the mediating role of thriving at work

Method
The research method is correlational through structural equation modeling (SEM). The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. Instruments included Psychological Capital Questionnaire )Luthans et al., 2007(, Thriving at Work Scale )Porath et al., 2012(, Job performance Questionnaire )Williams & Anderson, 1991(, and Psychological Wellbeing Questionnaire )Diener & Biswas-Diener, 2008(. The proposed model was analyzed through structural equation modeling by using SPSS-25 and AMOS-24 software packages. For testing indirect effects, Bootstrap method (Preacher & Hayes, 2008 (was used.

Results
Findings revealed that the proposed model fit the data properly. The direct effects of psychological capital and thriving at work on job performance and psychological well-being were significant. Findings also showed that psychological capital has positive direct effect on thriving at work. Results of indirect effects supported the mediating role of thriving at work in the relationship between psychological capital and both job performance and psychological well-being.

Discussion
According to the findings of this study, focus on personal chracteristics such as psychological capital and thriving at work in the case of improving job performance and psychological well-being is important thus practices for increasing psychological capital and thriving at work through training packages and programs should be considered by organization.

کلیدواژه‌ها [English]

psychological capital
thriving at work
job performance
psychological well-being

مراجع

Abid, G., Zahra, I., & Ahmed, A. (2015). Mediated mechanism of thriving at work between perceived organization support, innovative work behavior and turnover intention. Pakistan Journal of Commerce and Social Sciences, 9(3), 982-998.

Anjum, M. A., Marri, S. R., & Khan, H. (2016). Thriving at work: Evidences from Telecom companies in Balochistan. Gomal University Journal of Research, 32(2), 36-46.

Arshadi, N. (2007). Designing and testing the model of important antecedents and consequences of job motivation in NISOC. PhD Thesis Shahid Chamran University of Ahvaz, Ahvaz. (Persian).

Avey, J. B., Luthans, F., Smith, R. M., & Palmer, N. F. (2010). Impact of positive psychological capital on employee well-being over time. Journal of occupational health psychology, 15(1), 17–28.

Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), 127-152.

Avolio, B. J., Griffith, J., Wernsing, T. S., & Walumbwa, F. O. (2010). What is authentic leadership development? In P. A. Linley, S. Harrington & N. Garcea (Eds.), Oxford handbook of positive psychology and work. (pp. 39-51). New York, NY, US: Oxford University Press.

Brown, D. J., Arnold, R., Fletcher, D., & Standage, M. (2017). Human thriving. European Psychologist, 22, 167-179.

Collins, L. A. (2014). Transformational leadership, Social support and thriving at work: Contextual versus non-contextual factors. Master of Arts (Education)). Saint Mary’s University, Halifax.

Dianatnasab, M., Javidi, H., & Bagholi, H. (2014). The medition role of job stress in the relationship between psychological capital and personnels performance of Gachsaran oil and Gas Company operating in dashtgaz. Journal of Psychological Methods and Models, 4(15), 75-89.

Diener, E., & Biswas-Diener, R. (2008). Happiness: Unlocking the mysteries of psychological wealth. Malden, MA: Blackwell Publishing.

Elahi, N. S., Abid, G., Arya, B., & Farooqi, S. (2020). Workplace behavioral antecedents of job performance: Mediating role of thriving. The Service Industries Journal, 40(11-12), 755-776.

Frazier, M. L., & Tupper, C. (2018). Supervisor prosocial motivation, employee thriving, and helping behavior: A trickle-down model of psychological safety. Group & Organization Management, 43(4), 561-593.

Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218–226.

Gerbasi, A., Porath, C. L., Parker, A., Spreitzer, G., & Cross, R. (2015). Destructive de-energizing relationships: How thriving buffers their effect on performance. Journal of Applied Psychology, 100(5), 1423-1433.

Gkorezis, P., Bellou, V., & Petridou, E. (2015). The impact of work overload on academics’ intention to leave Greece: A moderated mediation model. Paper presented at the European Group for Organization Studies Conference, Athens.

Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of general psychology, 6(4), 307-324.

Jackson, D., Firtko, A., & Edenborough, M. (2007). Personal resilience as a strategy for surviving and thriving in the face of workplace adversity: A literature review. Journal of advanced nursing, 60(1), 1-9. doi:10.1111/j.1365-2648.2007.04412.x

Kazemi Shahandashti, S. S. (2017). The moderating role of resiliency on the relationship of psychological well-being with work-family conflict, work-family enrichment and turnover intention. Industrial and Organizational Psychology Studies, 4(1), 19-42.

Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. Journal of Organizational Behavior, 40(9-10), 973-999.

Lee, M. Y., & Kim, K. (2012). Influence of head nurses' transformational leadership on staff nurse's psychological well-being, stress and somatization-focused on the mediating effect of positive psychological capital. Journal of Korean Academy of Nursing Administration, 18(2), 166-175.

Levy, R. (2016). The role of implicit person theories and psychological capital in workplace thriving (Doctoral dissertation). (Master of Arts (Education)). Witwatersrand University, Johannesburg.

Longlong, H. (2015). Job burnout and thriving in chinese public sector. Journal of Economics, Business and Management, 3(2), 263-266.

Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of management, 33(3), 321-349.

Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572.

Lyubomirsky, S., King, L., & Diener, E. (2005). The benefits of frequent positive affect: Does happiness lead to success?. Psychological bulletin, 131(6), 803-855.

Malekitabar, M., Riahi, M., & Reza Malekitabar, A. (2017). The role of psychological capital in psychological well-being and job burnout of high schools principals in Saveh, Iran. Iranian Journal of Psychiatry and Behavioral Sciences, 11(1).

Manzano-García, G., & Ayala, J.-C. (2017). Relationship between psychological capital and psychological well-being of direct support staff of specialist autism services. The mediator role of burnout. Frontiers in Psychology. doi: 10.3389/fpsyg.2017.02277

Marchiondo, L. A., Cortina, L. M., & Kabat‐Farr, D. (2018). Attributions and appraisals of workplace incivility: finding light on the dark side?. Applied psychology, 67(3), 369-400.

Mills, M., R. Fleck, C., & Kozikowski, A. (2013). Positive psychology at work: A conceptual review, state-of-practice assessment, and a look ahead. The Journal of Positive Psychology, 8(2), 153-164.

Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35(3), 434-446.

Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.

Preacher, K.J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40, 879-891.

Savadkouhi, A., & Motamedi, E. (2017). The Relationship of Psychological Capital's Dimensions with Job Performance. Industrial and Organizational Psychology Studies, 4(1), 59-74.

Shan, S. (2016). Thriving at workplace: Contributing to self-development, career development, and better performance in information organizations. Pakistan Journal of Information Management and Libraries, 17, 109-119.

Spreitzer, G. M., & Porath, C. (2014). Self-determination as nutriment for thriving: Building an integrative model of human growth at work. The Oxford handbook of work engagement, motivation, and self-determination theory, 90, 245-258.

Spreitzer, G., Porath, C. L., & Gibson, C. B. (2012). Toward human sustainability: How to enable more thriving at work. Organizational Dynamics, 41(2), 155-162.

Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M. (2005). A socially embedded model of thriving at work. Organization science, 16(5), 537-549.

Walumbwa, F. O., Muchiri, M. K., Misati, E., Wu, C., & Meiliani, M. (2018). Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work. Journal of Organizational Behavior, 39(3), 249-261.‏

Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of management, 17(3), 601-617.

Wright, T. A., & Cropanzano, R. (2004). The role of psychological well-being in job performance:: a fresh look at an age-old quest. Organizational dynamics, 33(4), 338-351.

Yousaf, K., Abid, G., Butt, T. H., Ilyas, S., & Ahmed, S. (2019). Impact of ethical leadership and thriving at work on psychological well-being of employees: Mediating role of voice behaviour. Business, Management and Economics Engineering, 17(2), 194-217.

مطالعات روانشناسی صنعتی و سازمانی

اثر سرمایه روان‌شناختی بر عملکرد شغلی و بهزیستی روان‌شناختی: نقش میانجی رشد روان‌شناختی در کار

مراجع

مراجع

دوره 8، شماره 1
شهریور 1400
صفحه 27-48

اثر سرمایه روان‌شناختی بر عملکرد شغلی و بهزیستی روان‌شناختی: نقش میانجی رشد روان‌شناختی در کار

مراجع

مراجع

دوره 8، شماره 1شهریور 1400صفحه 27-48

دوره 8، شماره 1
شهریور 1400
صفحه 27-48