The Role of Psychic Capital in Work-Family Conflict and Organizational Performance: The Case of Real Estate Registration Office in Mashhad

• Main Authors: zahra aminafshar, Abolfazl kazazi, Mohsen Hooshangi
• Format: Article
• Language: fas
• Published: Islamic Azad University, Tabriz Branch 2020-03-01
• Series: مدیریت بهره وری
• Subjects: organizational citizenship behavior; organizational performance; psychic capital; turnover intention; work-family conflict
• Online Access: http://jpm.iaut.ac.ir/article_671974_e17d75b288259a23f2220982081873df.pdf

Organizations whose performance is being rapidly improved are considered one of the most prominent features of today's societies. The most important asset in any organization is attention to human resources which is considered to be a competitive advantage in successful organizations since it can impact the success of the organizational performance, promote psychic capital and reduce organization-family conflicts. This field study set out to investigate the impact of psychic capital on work-family conflict and organizational performance. The research data were collected by administering a standardized questionnaire to a stratified random sample of 138 managers and employees at Real Estate Registration Office in Mashhad. The sample size was determined based on Morgans’ Table. The collected data were analyzed via Structural Equation Modeling, Partial Least Squares techniques and Smart-PLS software. The findings indicated significant impacts from most of variables. Hypotheses 1, 2, 4, 6 & 8 verified negative impacts and hypotheses 5 & 7 verified positive impacts. That is to say, the employees’ psychic capital was found to improve organizational citizenship behavior. The same variable, however, negatively impacted work-family conflict; that is, employees’ rich psychic capital and the support they received from the organization could reduce work-family conflict. Moreover, the intention to quit one’s job was also found to have a negative impact on organizational performance.  In other words, the higher the intention to quit, the lower the organizational performance which is directly influenced by the employees. The findings can assist managers to realign their planning towards improved and motivated human resource.