Impact of psychological capital on innovative performance and job stress
Влияние психологического капитала на инновационную результативность и стресс на работе
2015-04-17
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innovative behaviorinnovative job performancejob stressnovel idea implementationpsychological capital
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Abstract (AI)
Abstract We investigated the impact of psychological capital (PsyCap) on supervisory‐rated innovative performance and job stress. Data collected from a diverse sample (N = 237 paired responses) of employees from various organizations in Pakistan provided good support for the hypotheses. The results indicate that PsyCap is positively related to innovative job performance and negatively related to job stress. High PsyCap individuals were rated as exhibiting more innovative behaviours by their supervisors than low PsyCap individuals. Particularly, we found that high PsyCap individuals were more likely to generate, acquire support for, and implement novel ideas in their workplace. Similarly, individuals with high PsyCap reported lower levels of job stress as compared to their low PsyCap counterparts. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.
Key Findings
1
Employees with high psychological capital were more likely to generate, obtain support for, and implement novel workplace ideas.
2
Findings were based on 237 paired employee–supervisor responses from diverse organizations and supported the study’s hypotheses.
3
High-psychological-capital employees reported lower job stress than their low-psychological-capital counterparts.
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Psychological capital was negatively associated with employees’ reported job stress.
5
Psychological capital was positively associated with supervisor-rated innovative job performance among employees in Pakistan.
Research Object
employees from various organizations in Pakistan
Research Subject
the impact of psychological capital on innovative job performance and job stress
Publication Details
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2015-04-17
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