Psychological Capital (PsyCap) construct is a core concept of positive psychology consisting of the positive psychological resources of self-efficacy, hope, optimism, and resilience. Previous studies confirmed link of PsyCap with employee attitude, behavior, workplace outcomes and job performance. In today's competitive environment, it is a challenging task for all organizations to enhance the level of engagement of employees. Employee engagement (EE) contribute positively to different workplace outcomes and performance level of employees. The current study focuses on the relationship between PsyCap and employee engagement. Data from 420 middle level IT professionals (working in different IT industries in Indian context) were collected for current study. Regression analysis, basic descriptive analysis, Confirmatory factor analysis, model fit analysis etc. analysis were performed. Results revealed positive impact of PsyCap on Employee Engagement. Moreover a fit model was also identified between PsyCap and EE with both construct's factors. Results of current study demonstrated that employee with higher level of PsyCap (in terms of hope, confidence level, bounce back capability and optimistic view) show higher level of work engagement at workplace in IT industries.

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The relationship between psychological ownership (PO) and defensive voice to supervisor, and the moderation of this relationship by power distance orientation (PDO) are not examined in current research. To reduce harmful defensive voice to supervisor in organisations, it was examined if PO (job or organisation) is negatively related to defensive voice to supervisor. As research reports that PDO affects different predictor-employee voice relationships, the moderating effect of PDO on PO (job or organisation)-defensive voice to supervisor relationship was examined. Survey method and judgement sampling were employed for data collection from 349 information technology (IT) services employees in India. Confirmatory factor analysis and moderated hierarchical regression were used for analysis. PO (job or organisation) was found to be negatively related to defensive voice to supervisor, and PDO moderated this relationship such that high PDO employees express lower defensive voice to supervisor than low PDO employees.

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