Buradasınız

Anasayfa » Content

Psikolojik sermayenin iş tatmini, iş performansı ve işten ayrılma niyeti üzerindeki etkisine yönelik bir araştırma

A research on the impact of psychological capital to job satisfaction, job performance and intention to quit

Journal Name:

  • İstanbul Üniversitesi İşletme Fakültesi Dergisi

Publication Year:

  • 2013

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
Psychological capital has been defined as the group of positive and improvable features that an individual owns. Bringing forth innovative perspectives to the scientific fields of human resources and corporate behavior, psychological capital entails four sub-factors; namely self-efficacy, optimism, hope and resilience. Within the mentioned scope, a research covering 572 people from various sectors has been realized. The first phase of the research is comprised of the application of the psychological capital scale. Consequently, the structure consisting of the pre-mentioned four factors has been verified through the certifying factor analysis. With regard to the analysis at the second phase, two clarifications have been made: it has been found out that while psychological capital is positively correlated with job satisfaction and job performance, there is negative relationship between psychological capital and intention of leave. The sub-level analysis also showed that hope is positively interrelated to job satisfaction while it is negatively interrelated to intention of leave. It has additionally been concluded that the job satisfaction and job performance are positively influenced by resilience factor. Job performance is higher in employees with high-level of self-efficacy.
Bookmark/Search this post with
Abstract (Original Language): 
Psikolojik sermaye, bireyin sahip olduğu olumlu ve geliştirilebilir özellikler bütünü olarak tanımlanmaktadır. İnsan kaynakları ve örgütsel davranış alanlarına yeni bir bakış açısı getiren psikolojik sermayenin öz yeterlilik, iyimserlik, umut ve dayanıklılık olmak üzere dört temel alt boyutu bulunmaktadır. Bu kapsamda çalışmada farklı sektörlerde çalışan 572 kişi üzerinde bir araştırma yapılmıştır. Araştırmada ilk aşamada “Psikolojik Sermaye Ölçeğinin” uyarlaması yapılmış ve doğrulayıcı faktör analizi sonucunda dört faktörlü yapı doğrulanmıştır. İkinci aşamada yapılan analizler sonucunda psikolojik sermaye ile iş tatmini ve iş performansı arasında pozitif, işten ayrılma niyeti arasında ise negatif ve anlamlı ilişkiler tespit edilmiştir. Alt boyutlara ilişkin yapılan analizlerde ise umut faktörü ile iş tatmini arasında pozitif, işten ayrılma niyeti arasında ise negatif ve anlamlı ilişkiler belirlenmiştir. Dayanıklılık faktörü de iş tatmini ve iş performansını pozitif ve anlamlı olarak etkilemektedir. Öz yeterliliği yüksek olan çalışanların iş performansı daha yüksektir.
FULL TEXT (PDF): 
PDF icon arastirmax-psikolojik-sermayenin-tatmini-performansi-isten-ayrilma-niyeti-uzerindeki-etkisine-yonelik-bir-arastirma.pdf
  • 2
302
318
  • Turkish

REFERENCES

References: 

[1] E. Özkalp, “Örgütsel Davranışta Yeni Bir Boyut: Pozitif (olumlu) Örgütsel Davranış Yaklaşım ve Boyutları”, 17nci Ulusal Yönetim ve Organizasyon Kongresi Bildireler Kitabı, Eskişehir, (2009).
[2] E.A. Bal, “Bir Pozitif Psikoloji Kavramı Olarak İşe Gönülden Adanma (Work Engagament) ve İnsan Kaynakları Açısından Önemi”, 17nci Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Eskişehir, (2009).
[3] A. Erkuş, M. Afacan Fındıklı, “Psikolojik Sermaye ile Mesleki ve Örgütsel Özdeşleşme Arasındaki İlişkiler: Meslek Yaşamı Projesinin Aracılık Etkisi”, 18nci Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Adana, 766-772 (2010).
[4] F. Luthans, B.J. Avolio, F.O. Walumba, L. Weixing, The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance. Management and Organization Review,1, 2, 249-271 (2005).
[5] F. Luthans, C. Youssef, B. Avolio, Psychological Capital: Developing the Human Competitive Edge, NY, 2007.
[6] F. Luthans, B.J. Avolio, J.B. Avey, S.M. Norman, Psychological Capital: Measurement and Relationship with Performance and Job Satisfaction. Personnel Psychology, 60, 3, 541–572 (2007).
[7] M. Larson, F. Luthans, Potential Added Value of Psychological in Predicting Work Attitudes. Journal of Leadership and Organizational Studies, 13, 44-61 (2006).
[8] C.R, Snyder, S.J. Lopez, Positive Psychology: The Scientific and Practical Explorations of Human Strengths, Thousand Oaks, CA, US: Sage Publications, 2007.
[9] M. Seligman, M. Csikszentmihalyi, Positive Psychology. American Psycologist, 55, 5-14, (2000).
[10] P.A. Linley, S. Joseph, “Applied Positive Psychology: A New Perspective for Professional Practice”, In P.A. Linley S. Joseph (Ed.), Positive Psychology in Practice, New Jersey, John Wiley & Sons, Inc., 2009, 3-14.
[11] F. Luthans, S.M. Norman, B.J. Avolio, J.B. Avey, The Mediating Role of Psychological Capital in the Supportive Organizational Climate–Employee Performance Relationship. Journal of Organizational Behavior, 29, 219-238 (2008).
[12] F. Luthans, S.M. Jensen, Hope: A New Positive Stregth for Human Resource Development. Human Resource Development Review, 1, 304-322 (2002).
[13] F. Luthans, C.M. Youssef, Human, Social and Now Positive Psychological Capital Management:Investing in People for Competitive Advantage. Organizational Dynamics, 33, 143-160 (2004).
[14] F. Luthans, K. W. Luthans, B.C. Luthans, Positive Psychological Capital: Beyond Human and Social Capital. Business Horizons, 47, 1, 45-50 (2004).
[15] A.H. Goldsmith, J.R. Veum, W. Darity, Race, Cognitive Skills, Psychological Capital and Wages. Review of Black Political Economy, 26, 13-22 (1998).
[16] Avolio, B., Luthans, F. The High Impact Leader: Moments Matter in Accelerating Authentic Leadership Development, New York: McGraw Hill, 2006.
A. Erkuş, M. Afacan Fındıklı / İstanbul Üniversitesi İşletme Fakültesi Dergisi 42, 2, (2013) 302-318 © 2013
317
[17] K. Kersting, Turning Happiness into Economic Power. Monitor on Psychology, 34, 11, 26 (2003).
[18] A.H. Goldsmith, J.R. Veum, W. Darity, The Impact of Psychological and Human Capital on Wages. Economic Inquiry, 35, 815-829 (1997).
[19] T.A. Judge, E. Locke, C. Durham, The Dispositional Causes of Job Satisfaction: A Core Evaluation Approach. Research in Organizational Behaviour, 19, 151-188 (1997)
[20] J. Tomer, Personal Capital and Emotional Intelligence an Increasingly Important Intangible Source of Economic Growth. Eastern Economic Journal, 29, 3, 453-470 (2003).
[21] A.D. Stajkovic, F. Luthans, Self-efficacy and Work-Related Performance: A Meta-analysis. Psychological Bulletin, 124, 240-261 (1998).
[22] C.S. Carver, M.F. Scheier, “Optimism”, In C.R. Snyder & S.J. Lopez (Ed.), Handbook of positive psychology, London, Oxford University Press, 2002a, 231–243.
[23] M.E.P. Seligman, Learned Optimism, New York, Knopf, 1990.
[24] C. Peterson, The Future of Optimism. American Psychologist, 55, 1, 44-55 (2000).
[25] J.B. Avey, J.L. West, B.J. Patera, “The Implications of Positive Psychological Capital on Employee Absenteeism”, http://www.theaveygroup.com/Misc/Avey, Patera, West\ 2006.pdf , 02 Şubat 2011.
[26] C.R. Snyder, C. Harris, J.R. Anderson, S.A. Holleran, L.M. Irving, S.X. Sigmon, L. Bshinobu, J. Gibb, C. Langelle, P.Harney, The Will and the Ways: Development and Validation of an Individual-Differences Measure of Hope. Journal of Personality and Social Psychology, 60, 4, 570-585 (1991).
[27] S.M. Jensen, F. Luthans, The Relationship Between Entrpreneurs Psychological Capital and Authentic Leadership Dimensions. Journal of Managerial Issues, 18, 2, 254-273 (2006).
[28] S.J. Peterson, F. Luthans, The Positive Impact and Development of Hopeful Leaders. Leadership and Organizational Development Journal, 24, 26-31 (2003).
[29] V.H. Adams, C.R. Snyder, K.L. Rand, E.A King, D.R. Sigman, K.M .Pulvers, “Hope in the Workplace”, In Giacolone R, Jurkiewicz C (Ed.), Workplace Spirituality and Organization Performance, New York, Sharpe, 2002.
[30] A.S. Masten, Ordinary Magic: Resilience Processes in Development. American Psychologist, 56, 227-239 (2001).
[31] F. Luthans, The Need for and Meaning of Positive Organizational Behavior. Journal of Organizational Behavior, 23, 695–706 (2002).
[32] D.L. Coutu, How Resilience Works. Harward Business Review, 80, 3, 46-55 (2002).
[33] K.M. Sutcliffe, T. Vogus, “Organizing for Resilience”, , In. K.S. Cameron, J.E. Dutton, R.E. Quinn (Ed.), An Introduction to Positive Organizational Scholarship, San Francisco, Barrett-Koehler, 2003, 94-110.
[34] G.E. Richardson, The Metatheory of Resilience and Resiliency. Journal of Clinical Psychology, 58, 307-32 (2002).
[35] C.M. Youssef, F. Luthans, Positive Organizational Behavior in the Workplace: The Impact of Hope, Optimism and Resilience. Journal of Management, 33, 774-800 (2007).
A. Erkuş, M. Afacan Fındıklı / İstanbul Üniversitesi İşletme Fakültesi Dergisi 42, 2, (2013) 302-318 © 2013
318
[36] F. Luthans, J.B. Avey, R. Clapp-Smith, W. Li, More Evidence on the Value of Chinese Workers' Psychological Capital: A Potentially Unlimited Competitive Resource. The International Journal of Human Resource Management, 19, 5, 818-827 (2008).
[37] T.A. Judge, J.E., Bono, Relationship of Core Self-Evaluations Traits—Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability—with Job Satisfaction and Job Performance: A Meta-analysis. Journal of Applied Psychology, 86, 1, 80-92 (2001).
[38] J.B. Avey, J.L. Nimnicht, N.G. Pigeon, Two Field Studies Examining the Association between Positive Psychological Capital and Employee Performance. Leadership & Organization Development Journal, 31, 5, 384-40 (2010).
[39] J.B. Avey, F. Luthans, S.M. Jensen, Psychological Capital: A Positive Resource for Combating Employee Stress and Turnover. Human Resource Management, 48, 5, 677–693 (2009). [40] J.B. Avey, F. Luthans, C.M. Youssef, The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors. Journal of Management, 36, 2, (2010).
[41] B.J. Babin, J.S. Boles, Employee Behavior in a Service Environment: A Model and Test of Potential Differences between Men and Women. Journal of Marketing, 62, 77–91 (1998).
[42] R.P. Bush, A.J. Bush, D.J. Ortinau, J.F. Hair, Developing a Behavior-Based Scale to Assess Retail Salesperson Performance. Journal of Retail, 66, 1, 119–36 (1990).
[43] S.E. Seashore, E.E. Lawler, P. Mirvis, C. Cammann, Observing and Measuring Organizational Change: A Guide to Field Practice, New York, Wiley, 1982.
[44] A. Regoa, C. Marquesb, S. Lealc, F. Sousab, M.P. Cunhad, Psychological Capital and Performance of Portuguese Civil Servants: Exploring Neutralizers in the Context of an Appraisal System. The International Journal of Human Resource Management, 21, 9, 1531–1552 (2010).
[45] F. Luthans, James B. Avey, Bruce J. Avolio, Suzanne J. Peterson, The Development and Resulting Performance Impact of Positive Psychological Capital. Human Resource Development Quarterly, 21, 1, 41-67 (2010).
[46] S.M. Jensen, F.Luthans, “The Impact of Hope in the Interpreneurial Process: Explatory research Findings”, paper presented at Decision Sciences Instıtude Conference, 2002, San Diego, CA., avaliable at www.decisionsciences.org/publications/proceedings.asp
[47] C.M. Youssef, Resiliency Development of Organization, Leaders and Employees: Multi Level Theory Building and Individual-Level, Path-Analytical Empirical Testing. Unpublishing Doctoral Dissertation, University of Nebraska-Lincoln, 2004.

Thank you for copying data from http://www.arastirmax.com