Examining the impact of psychological capital on workplace outcomes of ethnic minority foodservice employees

Abstract

The purpose of this study was to examine the impacts of psychological capital on various workplace outcomes of ethnic minority employees in the foodservice industry. Guided by the social exchange theory and the equity theory, this study developed and tested a survey instrument and collected 407 valid responses through a cross-sectional online survey. Results of the structural equation model analysis confirmed the positive impact of psychological capital on work engagement and workplace happiness, and their further impacts on job satisfaction and commitment. The results of multi-group comparisons showed differences between salaried and hourly employees. For individuals holding salaried positions, it was work engagement, rather than psychological capital, that affected their workplace happiness. For hourly employees, although psychological capital influenced their work engagement and workplace happiness, their work engagement and work happiness remain unrelated. Based on the findings, this study 2 offered practical implications on how to enhance psychological capital for ethnic minority employees.

The impacts of high-quality relationships on employee outcomes; evidence from restaurant staff in India

“…Stated by Fry (1995), employees’ comprehension regarding their cultural and social environment can considerably shape their psychological capabilities. Consistently, literature discloses that the four components of PSY-capital, combined, induce positive behavior, attitudes and performance (Wen and Liu-Lastres, 2021).…”

“…PSY-capital has received aggregate attention in hospitality studies during the past decade. Former research have validated its importance in improving work outcomes at different levels in the hospitality industry (Bouzari and Karatepe, 2017; Safavi and Bouzari, 2020; Wen and Liu-Lastres, 2021). Existing studies disclose that the four components of PSY-capital jointly instigate positive behavior, attitudes and performance (Avey et al , 2011).…”

“…Similarly, Kim et al (2017) reported that PSY-capital of frontline hotel employees intensifies their service recovery and quality of work-life. Wen and Liu-Lastres (2021) identified that PSY-capital positively affects both work engagement and workplace happiness among foodservice employees.…”

“…Debated by Wen and Liu-Lastres (2021), employees in the hospitality industry, notably those in the foodservice industry, are frequently confronted with work-related stress. Employees with a higher level of PSY-capital are more capable to regulate work stress and can provide enhanced service quality.…”

“…: person-group and person-supervisor fit, psychological contract breach and servant leadership) and outcomes (e.g. job performance, work engagement, work happiness, improved customer service and counterproductive work behaviors) on employees and their performance (Bouzari and Karatepe, 2017; Huang et al , 2020; Safavi and Bouzari, 2020; Wen and Liu-Lastres, 2021).…”