How Can the Organizational Commitment of Pakistan Railways’ Employees Be Improved? The Moderating Role of Psychological Capital

Nawaz, Muhammad; Bhatti, Ghulam Abbas; Ahmad, Shahbaz; Ahmed, Zeshan

doi:10.7341/20181417

Cited by 10 publications

(12 citation statements)

References 41 publications

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“…From an empirical perspective, although the concept of PsyCap originates from Western countries, it also attracts wide research interest from many other different countries, such as South Africa [ 18 ], Ethiopia [ 19 ], Russia [ 20 ], Korea [ 21 ], Malaysia [ 22 ], Pakistan [ 23 ], China [ 24 , 25 , 26 , 27 ], and so on, which all support the positive effect of PsyCap. A recent meta-analysis [ 28 ] suggests that positive psychology interventions that are conducted in non-Western countries have larger effects than those in Western countries.…”

Section: Introductionmentioning

confidence: 99%

Effectiveness of Psychological Capital Intervention and Its Influence on Work-Related Attitudes: Daily Online Self-Learning Method and Randomized Controlled Trial Design

Zhang

2020

IJERPH

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Research on positive psychology intervention is in its infancy; only a few empirical studies have proved the effectiveness and benefits of psychological capital interventions in workplaces. From a practical perspective, a more convenient intervention approach is needed for when organizations have difficulties in finding qualified trainers. This study aims to extend the psychological capital intervention (PCI) model and examine its influence on work-related attitudes. A daily online self-learning approach and a randomized controlled trial design are utilized. A final sample of 104 full-time employees, recruited online, is randomly divided into three groups to fill in self-report questionnaires immediately before (T1), immediately after (T2), and one week after (T3) the intervention. The results indicate that the intervention is effective at improving psychological capital (PsyCap), increasing job satisfaction, and reducing turnover intention. The practical implications for human resource managers conducting a flexible and low-cost PsyCap intervention in organizations are discussed. Limitations related to sample characteristics, short duration effect, small sample size, and small effect size are also emphasized. Due to these non-negligible drawbacks of the study design, this study should only be considered as a pilot study of daily online self-learning PsyCap intervention research.

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Section: Introductionmentioning

confidence: 99%

Effectiveness of Psychological Capital Intervention and Its Influence on Work-Related Attitudes: Daily Online Self-Learning Method and Randomized Controlled Trial Design

Zhang

2020

IJERPH

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“…In real-world entrepreneurial decisions, entrepreneurs with balanced personality traits and cognitive skills have been found to invariably exhibit success in their own ventures (McMullen & Shepherd, 2006;Garrett & Holland, 2015;Hansen et al, 2016). Yet, few entrepreneurial studies have advanced the literature on the dual complementing role of personality traits (Nawaz, Abbas Bhatti, Ahmad, & Ahmed, 2018) and cognitive skills, examining them from the perspective of entrepreneurial behavior, identity, and context. The larger framework for decisions under uncertainty rests on the combination of personal behavior, sunk outcomes in committed ventures, the entrepreneur's cognitive skills, and the complexity of the environment.…”

Section: Discussionmentioning

confidence: 99%

Entrepreneurial opportunity decisions under uncertainty: Recognizing the complementing role of personality traits and cognitive skills

Mensah

Asamoah

Jafari‐Sadeghi³

2021

JEMI

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Purpose: The aim of this paper focuses on advancing the entrepreneurial literature by enhancing the understanding of the connections between personal behavior and cognitive skills in decision making under uncertainty. Methodology: The method of this research has been adapted the framework used by Garrett and Holland (2015), who developed propositions from the conceptual narratives of how environmental uncertainty and complexity differentially affect the motivations and cognition of independent entrepreneurs and corporate entrepreneurs to engage in entrepreneurial action. Findings: The findings of this research provide a conceptual basis for a broader perspective on behaviors and cognitions that motivate or hinder entrepreneurial actions while at the same time, positioning the entrepreneur’s decision at the core of decision theory. Implications for theory and practice: Theoretically, this research contributes to a holistic view of opportunity decisions. It redirects the traditional analyses path of entrepreneurial decisions discussed distinctively from the personal behavior or cognition paradigm, which does not provide a complete view into the larger entrepreneurial decisions under uncertainty. Practically, our argument provides further insight into the black box of entrepreneurial opportunity decisions under uncertainty and thus highlights the need for a broader perspective for the entrepreneur, especially in the early stage of venture formation, where some cognitions and required personal attributes are needed in consonance for entrepreneurial action. Originality and value: Entrepreneurship research on decision making under uncertainty has mainly focused on the effect of uncertainty on entrepreneurial actions, while an attempt at the individual level, particularly, from the cognitive framework seeks to explain why actions differ. Scholarly efforts have also been made on what informs entrepreneurial actions from the perspective of the entrepreneur’s personal attributes. However, no integrated approach is offered in the literature to study how cognitive skills and personality traits complement each other.

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“…More importantly, from the above discussion, it is easy to say that engagement does not cover the degree of work passion and impact of work passion on individuals. Employees are emotionally focused on the activities they like (Nawaz et al, 2018) and intend to produce favorable responses. However, rather than simply affect, the construct of work passion is more wide-ranging.…”

Section: What Is Work Passion and What Isn't?mentioning

confidence: 99%

Conceptualizing Supplier Work Passion in light of the Zigarmi’s Framework

Nawaz

Javed²,

Shah

et al. 2021

MSBD

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Similar to other systems, the supply chains are also evolving, and old problems are seeking a new outlook. Work passion is an important concept in human resource management literature, but it rarely sought attention in supply chain management literature in the context of suppliers. By building upon some works by Drea Zigarmi on the employee work passion, the current study makes a pioneering attempt in defining supplier work passion and then conceptualizing it through an eight-dimensional construct. Therefore, a novel framework has been constructed. It is argued that a supplier can be an organization, but it behaves like a passionate individual in its dealing with the buyers. The study is of theoretical and practical significance and is likely to create a new debate in the supply chain management on the significance of supplier work passion.

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How Can the Organizational Commitment of Pakistan Railways’ Employees Be Improved? The Moderating Role of Psychological Capital

Abstract: Abstract

Cited by 10 publications

References 41 publications

Effectiveness of Psychological Capital Intervention and Its Influence on Work-Related Attitudes: Daily Online Self-Learning Method and Randomized Controlled Trial Design

Effectiveness of Psychological Capital Intervention and Its Influence on Work-Related Attitudes: Daily Online Self-Learning Method and Randomized Controlled Trial Design

Entrepreneurial opportunity decisions under uncertainty: Recognizing the complementing role of personality traits and cognitive skills

Conceptualizing Supplier Work Passion in light of the Zigarmi’s Framework

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