Sustainability of Positive Psychological Status in the Workplace: The Influence of Organizational Psychological Ownership and Psychological Capital on Police Officers’ Behavior

Abstract

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

The New and Key Roles for Psychological Contract Status and Engagement in Predicting Various Performance Behaviors of Nurses

“…As expected, PC status and breach influenced engagement, and engagement subsequently positively related to IRB, OCBI, and OCBO. These findings support previous research indicating that high engagement may predict extra-role and in-role performance [ 11 , 13 , 40 , 41 , 43 ]. To the best of our knowledge, only one study examines a model in which the PC predicts engagement, and engagement subsequently predicts employee outcomes despite researchers referring to engagement as an important consideration for the employee-employer exchange relationship [ 19 , 69 ].…”

“…Specifically, PC status and breach were related to engagement, yet only breach was related to job satisfaction, reflecting potentially different mechanisms underlying the impact of the PC status and breach on employees. For instance, high PC status may reflect employees’ expectations of future reciprocation from the employer and the belief that their employers will respond in kind, which may lead to increased motivation represented by higher engagement, leading to higher performance [ 13 , 23 , 35 ]. In contrast, a PC breach may represent a particular situation where the PC has been damaged, negatively impacting employees’ emotions, such as indicated by mental health and job satisfaction [ 6 , 29 , 30 , 31 ], thus lowering their engagement and consequently their performance.…”

“…Previous findings illustrate potential relationships between the PC and employee performance with potential mediators, such as engagement, job satisfaction, and mental well-being [11,13]. However, studies need to consider all of these interconnected variables simultaneously.…”

“…Examining the PC among nurses allows researchers to investigate the quality of nurses’ relationships with their employers that may enable improvements to their performance reflected in both IRB and OCB. For example, enabling employees to respond positively to stressful work situations [ 13 ]. In addition to a potential direct impact of PC on performance, previous findings illustrate the importance of the PC in predicting several employee outcomes that may precede performance, such as work engagement, job satisfaction, and mental health [ 6 , 14 , 15 , 16 , 17 ], along with increased engagement with healthy behaviors [ 18 ].…”

How Authoritarian Leadership Affects Employee's Helping Behavior? The Mediating Role of Rumination and Moderating Role of Psychological Ownership

“…Psychological ownership is “the state in which individuals feel as though the target of ownership or a piece of that target is theirs” (Pierce et al, 2003 , p. 86). Scholars consider psychological ownership as an important construct in shaping the employees' responses toward organizations (Pierce et al, 2009 ; Chen et al, 2021 ). It is associated with pride and responsibility, and encourages employees to exhibit behaviors which are not part of their official contract (Van Dyne and Pierce, 2004 ).…”