Modern İşgücünde Psikolojik Sermayenin Realitesine Yönelik Bir Araştırma

Abstract

The purpose of this research is to examine the reality of the psychological capital in real terms by examining whether the psychological capital influences the work psychology of the worker positively and if there is a statistical link between these two variables, determine the effect of the psychological capital dimensions on the positive work psychology. Based on this purpose, data was collected from 134 workers employed in Zonguldak by survey method. As a result of the correlation analysis conducted, a positive relationship was determined between psychological capital and positive work psychology. After the multiple regression analysis, it was determined that the change in psychological capital explained 59.8% of the change in positive work psychology. According to the created model; it was determined that 1-unit increase in self-efficacy dimension on work psychology resulted in a positive effect of 1.159 units, 1-unit increase in psychological resilience dimension resulted in a positive effect of 1.339 units and 1-unit increase in hope dimension resulted in a positive effect of 0.616 units. In addition, the alignment between the level of psychological capital in employees and the increase and decrease movements of the level of positive work psychology also stood out.

Enhancing Psychological Capital in the Digital Age: A Fresh Look to Cyberloafing Phenomenon

“…Psychological capital refers to a positive state of attitude and readiness towards organizational goals. According to Uysal (2019), PsyCap, which consists of dimensions such as resilience, optimism, hope, and self-efficacy, explains 59.8% of the variance in creating a positive work environment. Creating a positive work environment not only fosters productivity and job satisfaction but also promotes overall well-being among employees.…”

“…PS, diğer örgütsel hedeflere olumlu bir tutum ve hazırbulunuşluk durumunu ifade eder. Uysal (2019) tarafından yapılan bir çalışmada, dayanıklılık, iyimserlik, umut ve öz yeterlilik boyutlarından oluşan PS'nin olumlu çalışma ortamı yaratma varyansının %59.8'ini açıkladığı belirlenmiştir. Sonuç olarak, sanal kaytarma konusunda ceza ve korku iklimine dayalı olmayan, görev performansını ve verimliliği etkilemeyen kolaylaştırıcı bir yaklaşımın geliştirilmesinin, çalışanların PS gelişimine katkı sağlayabileceği değerlendirilmektedir.…”