Discussion
Discuss about the Psychological Capital and its influence on positive organizational outcome.
Psychological capital and positive organizational behavior plays a significant role in recent time and its root can be traced back to psychology. The concept of psychological capital can be regarded as an important subset of human capital and it helps in addressing the human issues in the organizations. It can also be defined as a psychological state of development that comprises of four basic dimensions such as hope, confidence, resiliency and optimism. Moreover, positive psychology is concerned with the increasing awareness on the importance of psychological strength and different capacities of human functioning. The present day business establishments are searching the prospective employees who are willing to work beyond their defined roles. Psychological belongingness helps in the cultivation of citizenship behavior which will lead to preference for the organizational interest over individual interest. The sustenance and support of an organization depends on the various forms of capital such as economic, human and economic. Organizational Citizenship Behavior is regarded as an important phenomenon in the informal organization. This also lays importance on individual development and organizational performance (Story et al. 2013).
According to Abbas and Raja(2015), in order to gain competitive advantage in the global environment, the firms must try to be innovative. It has been found that in the recent years, organizational behavioral research is trying to cope with the weaknesses and thus it has enabled to enhance the strength as well as well-being in the workplace. Research indicates that the factors of psychological capital such as efficacy, hope, optimism and resilience are regarded as positive psychological resources and it helps in the development of solid reservoir. The individuals with greater pool of different resources are most probable to experience stress in the organization. There exists positive psychological resources for the provision of support and shared mechanism to each other in the organization. Moreover, the self-efficacy beliefs helps the individuals to persist in according to the different obstacles and to cope up with distress and emotional state that affects the implementation of different types of activities. `Wang et al. (2014) has highlighted that positive organizational behavior and psychological capital are the latest developments and they vary accordingly in different organizations. The organizations must cultivate positive organizational culture and it will help in the development organizational bottom line. Psychological capital is associated with many organizational and personnel outcome and it is important for the organizations to invest in these capital to reap the benefits.
The Impact of Employees Performance on Positive Organizational Behavior
According to Roche et al. (2014), a positive psychological resource plays a vital role in leadership and in the construct of mindfulness in the organizations. The leaders had to face challenging situations and this result in negative affect among the leaders such as anxiousness and depression. The negative reaction affects the positively oriented psychological antecedents and this it may result in certain problem in the organization. The positive psychological resources have also received attention in leadership research. It is necessary to understand the role of mindfulness of the leaders in order to understand the leadership positions and roles. The leaders who work in stressful situation must possess greater mindfulness and it will enable them to view the situation for what they are. Moreover, it will also help the leaders to get an idea of the current situation and perception. This is not possible without categorization and reflexive judgement of the environment. Dello Russo and Stoykova (2015) has highlighted that the magnitude of self-efficacy must be considered negligible when the sample size is too large. Moreover, positive organizational behavior can be defined as the application and critical analysis of the positively oriented strength of human resources that can be developed, effectively measured and managed for the improvement of performance of the individuals. Self-efficacy can be referred to individual’s conviction on his/her abilities for the development of the cognitive resources which are required for the execution of specific task of the individuals. Moreover, self-efficacy affects the aspirations and attainment of goals of the individual. It is also related to desirable outcomes and thus it helps in improving the effectiveness of the individuals. According to Avey et al.(2008),
The impact of employees performance lays a positive outcome on organizational behavior. It has been found that psychological capital is related to positive emotions of the employees. Moreover, this emotions are affected by the attitude and behavior of the people. Leadership and vision of the employees plays an important role in organizational change, however it has been found that only few employees recognize the importance of these change and thus contribute for the development of the organization. The employees who wants to bring or implement change in the organization also needs to follow certain pathways for a positive outlook. Positive psychological scholarship in the emerging institutions contributes for the development of positive organizational behavior. Example can be cited of downsizing which is regarded as a positive change for increasing the organizational efficiency. However, it can be stated that this downsizing often leads to disastrous effect t on the organization and thus affects the employees. The most important and positive aspect of organizational change can be referred to the response of the employees in terms of their behavior and attitude. Research indicates that a ratio of 3:1 positive emotions to negative emotions can lead to high level of functioning, flourishing and functioning. Moreover, positive emotions also motivates the employees to cope up with organization range by following the widening options and maintaining an open approach to different types of problem solving. Moreover, it is also important to for the employees to adjust to positive behavior in the organization and thus work accordingly. According to Simons and Buitendach (2013), psychological capital has given more focus on the positive strength and nature of the employees for enhancing the growth and performance of the employees. These psychological dimensions are associated with the attitudes and performance of the workers in the workplace such as job satisfaction, happiness and citizenship. It can be said that hopefulness is more closely related with the positive constructs of psychology and it can be regarded as more flexible, realistic and dynamic construct that can be developed and learned accordingly.
The Significance of Psychological Capital in Labor-Intensive Industries
Choi and Lee (2014) has predicted that psychological capital is positively associated with the control of big five traits. Moreover, employees turnover also incurs substantial cost to the organization, both in terms of hidden cost and expenditure. The theory of planned behavior suggests that behavioral intention can be regarded as an immediate and strong determinant of actual behavior. It can also be used to judge the intention of the employees to understand his future prospects. Employees turnover is not only associated with the situational factors related to job, but it is also related to dispositional traits which lays a unique effect on the psychological capital. The openness of big five traits is positively associated with turnover retention because the individuals with high openness to experience will value the new experiences and try to explore the new opportunities. Paek et al. (2015) proposed that good performance of the employees is desirable and important in all industries, but more importance is given in the industries dominated by labours where employees are regarded as vital part and thus helps in the major service experience. It has been found that the engaged employees must be highly motivated for the success of the service enterprises and organizations. The support of the management, perceived quality and profitability plays a critical role in analyzing the performance of the employees. The job demand resources model proposed that different job aspects such as psychological resources can help in the improvement of employee engagement and it affects the job related outcomes. The role of work engagement is a major determinant that is associated with the job related outcomes. Psychological capital which consists of four important resources such as optimism, self-efficacy, resilience and hope represents the common source of variance. The author has also highlighted that psychological capital can be regarded as a resource which helps in the generation of increased awareness and the sensitivity of the employees as well as the job related outcomes of the individual.
Conclusion
Therefore, it can be said that psychological capital lays a strong impact on work engagement and employee morale. Work engagement acts a critical mediator and thus it lays an impact on employee turnover. The consequence of psychological and emotional capital on employee’s morale variable is much stronger than work engagement. It also plays a vital role in boosting the employee’s morale. The psychological resource capacities lays an optimistic effect on the associated work outcomes such as organizational commitment and work appointment. The lack of published studies on the psychological capabilities and strengths of the employees engaged in different BPO companies varies accordingly. The employees will have more attachment on the organization and they will have less tendency to leave the organization. Therefore, it can be concluded that work engagement can be related as a predictor to organizational commitment that needs to be explored. Thus, psychological capital when regarded as a personal resource must be developed in the organization
References
Abbas, M. and Raja, U., 2015. Impact of psychological capital on innovative performance and job stress. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration, 32(2), pp.128-138.
Avey, J.B., Wernsing, T.S. and Luthans, F., 2008. Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), pp.48-70.
Choi, Y. and Lee, D., 2014. Psychological capital, big five traits, and employee outcomes. Journal of Managerial Psychology, 29(2), pp.122-140.
Dello Russo, S. and Stoykova, P., 2015. Psychological capital intervention (PCI): A replication and extension. Human Resource Development Quarterly, 26(3), pp.329-347.
Paek, S., Schuckert, M., Kim, T.T. and Lee, G., 2015. Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale. International journal of hospitality management, 50, pp.9-26.
Roche, M., Haar, J.M. and Luthans, F., 2014. The role of mindfulness and psychological capital on the well-being of leaders. Journal of Occupational Health Psychology, 19(4), p.476.
Simons, J.C. and Buitendach, J.H., 2013. Psychological capital, work engagement and organisational commitment amongst call centre employees in South Africa. SA Journal of Industrial Psychology, 39(2), pp.1-12.
Story, J.S., Youssef, C.M., Luthans, F., Barbuto, J.E. and Bovaird, J., 2013. Contagion effect of global leaders’ positive psychological capital on followers: does distance and quality of relationship matter?. The International Journal of Human Resource Management, 24(13), pp.2534-2553.
Wang, H., Sui, Y., Luthans, F., Wang, D. and Wu, Y., 2014. Impact of authentic leadership on performance: Role of followers’ positive psychological capital and relational processes. Journal of Organizational Behavior, 35(1), pp.5-21.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
