Exploring Antecedents and Consequences of Employee Positive Psychological Capital Based on the Perspective of Social Identity Theory

• Main Authors: Chen, Forrence Hsinhung, 陳信宏
• Other Authors: Tsai, Wei-Chi
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/gr3pn4

博士 === 國立政治大學 === 企業管理學系 === 105 === Based on Social Identity Theory (Tajfel, 1978), the study aimed to investigate the antecedents and consequences of the core construct of Positive Psychological Capital (PsyCap, Luthans, 2002a), and answered the following questions: (1) The influences of employee’s organizational identification, employee’s career identification, and leader’s servant leadership on employee’s PsyCap; (2) The influences of employee’s PsyCap on employee’s in-role job performance, extra-role helping behaviors, extra-role voice behaviors, and employee’s subjective well-being; (3) The role of PsyCap among these relationships between these antecedents and consequences. The study surveyed employee-supervisor dyads and used the hierarchical regression analyses to test the hypotheses. The research findings revealed that: (1) Employee’s organizational identification was positive related to employee’s PsyCap; (2)Employee’s career identification was positive related to employee’s PsyCap; (3)Leader’s servant leadership was positive related to employee’s PsyCap; (4)Employee’s PsyCap was positive related to employee’s in-role job performance; (5)Employee’s PsyCap was positive related to employee’s extra-role voice behaviors; (6) Employee’s PsyCap was positive related to employee’s subjective well-being; (7) Employee’s PsyCap mediated the relationship between employee’s career identification and employee’s subjective well-being; (8) Employee’s PsyCap mediated the relationship between leader’s servant leadership and employee’s subjective well-being. This study based on previous research findings to explore the antecedents and consequences of employee positive psychological capital. The findings provide not only further understanding the core concept of positive psychological capital, but also has practical implication for managers by identifying ways to strengthen employee’s positive psychological state and to improve employee job performances.