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Psychological Capital as a Predictor...

Straetmans, Mark.

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Psychological Capital as a Predictor of Employee Engagement.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Psychological Capital as a Predictor of Employee Engagement./
作者:	Straetmans, Mark.
面頁冊數:	68 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-08(E), Section: B.
Contained By:	Dissertation Abstracts International76-08B(E).
標題:	Occupational psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3686955
ISBN:	9781321639605

Psychological Capital as a Predictor of Employee Engagement.
Straetmans, Mark.

Psychological Capital as a Predictor of Employee Engagement. - 68 p.

Source: Dissertation Abstracts International, Volume: 76-08(E), Section: B.

Thesis (Ph.D.)--The Chicago School of Professional Psychology, 2015.

This item must not be sold to any third party vendors.

The purpose of this study is to investigate the relationship between Psychological Capital (PsyCap) and Employee Engagement. PsyCap has been linked to numerous valued work outcomes ranging from job satisfaction to work performance. This study examines working adults (N=131) that have been with their current organization for longer than six months. Results indicate that all four components of PsyCap, as well as overall PsyCap, positively relate to Engagement. When overall PsyCap was compared against each of its individual components through regression and usefulness analysis, Hope was found to be the strongest predictor of engagement, with Optimism being the second strongest predictor. Resilience and Efficacy may also have a negative relationship to Engagement when the variance of overall PsyCap is accounted for. Implications from this study as well as recommendations for future studies are discussed.

ISBN: 9781321639605Subjects--Topical Terms:

2122852
Occupational psychology.

Psychological Capital as a Predictor of Employee Engagement.
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520 $a The purpose of this study is to investigate the relationship between Psychological Capital (PsyCap) and Employee Engagement. PsyCap has been linked to numerous valued work outcomes ranging from job satisfaction to work performance. This study examines working adults (N=131) that have been with their current organization for longer than six months. Results indicate that all four components of PsyCap, as well as overall PsyCap, positively relate to Engagement. When overall PsyCap was compared against each of its individual components through regression and usefulness analysis, Hope was found to be the strongest predictor of engagement, with Optimism being the second strongest predictor. Resilience and Efficacy may also have a negative relationship to Engagement when the variance of overall PsyCap is accounted for. Implications from this study as well as recommendations for future studies are discussed.
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