The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors

Norman, Steven M.; Avey, James B.; Nimnicht, James L.; Pigeon, Nancy Graber

doi:10.1177/1548051809353764

Cited by 176 publications

(182 citation statements)

References 63 publications

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“…In addition to the logic related to burnout, OCBs also can be linked to work engagement through organizational commitment (babcock-Roberson & Strickland, 2010, pp. 317-318) or PsyCap is positively related to OCB directed toward the organization and individuals higher in PsyCap would seem to be more likely to engage in OCBs than would those with lower PsyCap (Norman et al, 2010).…”

Section: Pob and Ocbmentioning

confidence: 97%

The Relationship between Positive Organizational Behavior with Job Satisfaction, Organizational Citizenship Behavior, and Employee Engagement

Pouramini¹,

Fayyazi²

2015

IBR

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The concept of positive organizational behavior (POB) was introduced several years ago as a way to create competitive advantage. Therefore, organizations pay more attention to Positive Organizational Behavior due to the changing and competitive nature of organizations. And it becomes a major focus area for theory building, research, and application in psychology and now organizational behavior. This paper introduces the emergent concept of POB and its role in organizational work-related performance, and determines its relationship with job satisfaction, OCB, and employee's engagement.Statistical population of this survey includes the employees of a public organization in Iran, that a sample (N=108) of them were tested of the POB different states of hope, optimism, and resiliency and overall psychological capital. The findings generally support that POB has strong relationship with job satisfaction, OCB, and employee's engagement, and these relationships will be stronger when POB is high. This study adds to our understanding of positive organizational behavior's key-role in organization and work-related performances.

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Section: Pob and Ocbmentioning

confidence: 97%

The Relationship between Positive Organizational Behavior with Job Satisfaction, Organizational Citizenship Behavior, and Employee Engagement

Pouramini¹,

Fayyazi²

2015

IBR

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“…Este hecho es también evidenciado por Urbina (2004). Debido a las variaciones en los valores de consistencia interna, varios autores (e.g., Avey, Avolio, & Luthans, 2011, Norman, Avey, Nimnicht, & Pigeon, 2010, Woolley, Caza y Levy, 2011 han optado por aportar el valor de fiabilidad total para el PCQ-12. Al realizar este procedimiento verificamos que la fiabilidad de nuestro instrumento fue superior a .70.…”

Section: Discussionunclassified

Capital Psicológico de los Trabajadores en España. Análisis Factorial Confirmatorio del PCQ-12

López-Núñez

Jesus

Viseu

et al. 2018

REV IBEROAM DIAGN EV

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ResumenAntecedentes: el concepto de capital psicológico positivo, derivado del estudio del comportamiento organizacional positivo, hace referencia a un estado psicológico caracterizado por autoeficacia, esperanza, resiliencia y optimismo, que puede ser desarrollado y que se relaciona con el rendimiento laboral. Método: este estudio analiza la fiabilidad y estructura factorial del cuestionario de Capital Psicológico (PCQ-12) en una muestra de trabajadores españoles (N=339) de distintos sectores profesionales a través de la técnica del análisis factorial confirmatorio (CFA). Resultados: los análisis muestran un modelo de ajuste compuesto por cuatro factores interrelacionados frente a un modelo de segundo orden propuesto por los autores del instrumento. Se discuten los resultados de ajuste factorial y fiabilidad en relación con varios estudios que difieren con el modelo encontrado, así como sus limitaciones y contribución. Conclusiones: se plantea la necesidad de contemplar la influencia y sensibilidad del instrumento a las diferencias culturales tanto geográficas como organizacionales. Palabras clave: capital psicológico, PCQ-12, análisis factorial confirmatorio, influencia cultural AbstractBackground: The concept of positive psychological capital draws from the study of positive organizational behavior and refers to a psychological state characterized by self-efficacy, hope, resilience, and optimism that can be developed and related to job performance. Methods: This paper analyzed the reliability and factorial structure of the Psychological Capital Questionnaire-12 (PCQ-12) in a sample composed by Spanish workers (N = 339), from different professional sectors, through a confirmatory factor analysis (CFA). Results: The analysis assessed a model with four-correlated factors competing with a second-order model proposed by the authors of this instrument. The results of the adjustment and reliability values of the dimensions are discussed in light of various studies which differ from our model or support it along with its limitations and contributes. Conclusion: Our results indicate the need to contemplate this instrument's sensitivity towards cultural differences, both geographical and organizational.

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“…This information can help them in improving their employees' peer relationships level with the help of psychological capital. Some aspects such as training intervention (Avey, Reichard, Luthans & Mhatre, 2011), creating a supportive climate (Norman, Avey, Nimnicht & Graber Pigeon, 2010), and authentic leadership, is necessary for smaller as well as larger organizations to improve their employees' psychological capital. We recommend that managers should consistently develop clear policies and procedures regarding rewards to employees to create and improve psychological capital.…”

Section: Discussionmentioning

confidence: 99%

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

Nawaz¹,

Bhatti²,

Ahmad³

et al. 2018

JEMI

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The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors

Cited by 176 publications

References 63 publications

The Relationship between Positive Organizational Behavior with Job Satisfaction, Organizational Citizenship Behavior, and Employee Engagement

The Relationship between Positive Organizational Behavior with Job Satisfaction, Organizational Citizenship Behavior, and Employee Engagement

Capital Psicológico de los Trabajadores en España. Análisis Factorial Confirmatorio del PCQ-12

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

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