Meta-Analysis of the Impact of Positive Psychological Capital on Employees Outcomes: The Moderating Role of Tenure
This research examines the effects of positive psychological capital (or PsyCap) on employee’s outcomes (satisfaction, commitment, organizational citizenship behavior, innovation behavior and individual creativity). This study conducted a meta-analysis of articles published in the Republic of Korea. As a result, positive psychological capital has a positive effect on the behavior of employees. Heterogeneity was identified among the studies included in the analysis and the context factors were analyzed; the study proposes contextual factors such as team tenure. The moderating effect of team tenure was not statistically significant. The implications were discussed based on the analysis results.
[1] Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management. Organizational Dynamics, Vol. 33, pp. 143-160.
[2] Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chinese workers: Exploring the relationship with performance. Management and Organization Review, Vol. 1, pp. 249-271.
[3] Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological Capital: Developing the human competitive edge. New York, NY: Oxford University Press, pp. 25-44.
[4] Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta- analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, Vol. 22(2), pp. 127-152.
[5] Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, Vol. 33(5), pp. 774-800.
[6] Luthans, F., Avey, J. B., Smith, R. C., & Li, W. (2008). More evidence on the value of Chinese workers’ psychological capital: A potentially unlimited competitive resource? International Journal of Human Resource Management, Vol. 19, pp. 818-827.
[7] Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-employee performance relationship. Journal of Organizational Behavior, Vol. 29, pp. 219-238.
[8] Avey, J. B., Luthans, F., & Jensen, S. (2009). Psychological capital: A positive resource for combating stress and turnover. Human Resource Management, Vol. 48, pp. 677-693.
[9] Wright, T. A., & Bonett, D. G. (2002). The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis. Journal of Applied Psychology, Vol. 87(6), pp. 1183-1190.
[10] Hedges, L. V., & Olkin, I. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
[11] Hwang, S. D. (2014). Meta-Analysis. Seoul, Hakjisa.
[1] Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management. Organizational Dynamics, Vol. 33, pp. 143-160.
[2] Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chinese workers: Exploring the relationship with performance. Management and Organization Review, Vol. 1, pp. 249-271.
[3] Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological Capital: Developing the human competitive edge. New York, NY: Oxford University Press, pp. 25-44.
[4] Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta- analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, Vol. 22(2), pp. 127-152.
[5] Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, Vol. 33(5), pp. 774-800.
[6] Luthans, F., Avey, J. B., Smith, R. C., & Li, W. (2008). More evidence on the value of Chinese workers’ psychological capital: A potentially unlimited competitive resource? International Journal of Human Resource Management, Vol. 19, pp. 818-827.
[7] Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-employee performance relationship. Journal of Organizational Behavior, Vol. 29, pp. 219-238.
[8] Avey, J. B., Luthans, F., & Jensen, S. (2009). Psychological capital: A positive resource for combating stress and turnover. Human Resource Management, Vol. 48, pp. 677-693.
[9] Wright, T. A., & Bonett, D. G. (2002). The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis. Journal of Applied Psychology, Vol. 87(6), pp. 1183-1190.
[10] Hedges, L. V., & Olkin, I. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
[11] Hwang, S. D. (2014). Meta-Analysis. Seoul, Hakjisa.
@article{"International Journal of Business, Human and Social Sciences:75887", author = "Hyeondal Jeong and Yoonjung Baek", title = "Meta-Analysis of the Impact of Positive Psychological Capital on Employees Outcomes: The Moderating Role of Tenure", abstract = "This research examines the effects of positive psychological capital (or PsyCap) on employee’s outcomes (satisfaction, commitment, organizational citizenship behavior, innovation behavior and individual creativity). This study conducted a meta-analysis of articles published in the Republic of Korea. As a result, positive psychological capital has a positive effect on the behavior of employees. Heterogeneity was identified among the studies included in the analysis and the context factors were analyzed; the study proposes contextual factors such as team tenure. The moderating effect of team tenure was not statistically significant. The implications were discussed based on the analysis results.
", keywords = "Positive psychological capital, satisfaction, commitment, OCB, creativity, meta-analysis.", volume = "11", number = "7", pages = "1796-5", }
