Employee Well-being as mediator of correlation between Psychological Capital and Psychological Climate

Abstract

Individual differences are one of the factors that influence the psychological climate. The existence of bias and the existence of the perception of the influence of other factors on an individual, so that in the same neighborhood but in different individuals our own ingrained perceptions would be different. It affects an individual's self-efficacy as one of dimension psychological capital which is related to a person's perception of employee well-being, where the employee well-being as well as a factor's effect of psychological climate. Therefore, this study aims to find out whether employee well-being have a role as a mediator between psychological capital and psychological climate. The results from 378 hospitality employees showed that employee well-being acts as a partial mediator in the relationship between psychological capital and psychological climate. There were differences in employee well-being and psychological climate between group ages 18-30 years and 31-60 years.

Psychological Climate and Employee Engagement at Workplace

“…Today's business environment and the potential labor market provides a lot of emerging possibilities in career to the employees. Therefore, it is highly essential for the business managers to provide a conducive work climate to the employees in order to motivate and make them committed; engaged to their roles (4) .…”

Descriptive Study of Teacher Self Efficacy With Gender Perspective in Kindergarten Teachers

“…A person's self-efficacy in carrying out certain activities can affect the level of effort and personal performance (Ulfa & Aprianti, 2021). Selfefficacy refers to someone's beliefs about the abilities needed to mobilize motivation and complete tasks properly (Stajkovic Luthans, 1998;Harms, Vanhove, and Luthans, 2017;Wardani& Noviyani, 2020).…”

Foreign research of climate in the organization: main trends

“…Психологический капитал часто встречается в контексте изучения климата организации [6; 31; 36]. Например, исследование взаимосвязи психологического капитала и психологического климата, проведённое Л. М. и. Вардани и Т. Новияни [36], выявило корреляцию между этими показателями, однако эта корреляция будет выше, если наблюдается третья переменная -высокий уровень психологического благополучия. Данное исследование показало, что благополучие сотрудников является частичным посредником между психологическим капиталом и психологическим климатом.…”