Examining Factor Structure and Validity of Psychological Capital and Its Relationship with Learning Orientation

IF 1.4 Q3 MANAGEMENT
Meghna Goswami, R. Agrawal, A. K. Goswami
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引用次数: 0

Abstract

This study aims to empirically examine the factor structure and validity of psychological capital in the Indian context. Further, it also examines the linkage of psychological capital with learning orientation. A quantitative methodology was adopted, and data were collected using a questionnaire from 700 employees of public sector research organisations, information and communication technology companies, and academic universities and colleges in India. The findings reveal that psychological capital construct has a four-factor second-order structure and a synergetic effect on outcomes, and its four factors are related but distinct constructs. The findings also confirm that psychological capital has significant positive influence on the learning orientation of members of the organisation. Further, the level of psychological capital was found to vary across gender, age, work experience and executive level but not with qualification. This research will add into theory a detailed understanding about psychological capital and its relationship with learning orientation. The findings suggest that management should emphasise on preparing psychological capital interventions and trainings based on specific target groups in order to gain sustainable competitive advantage.
心理资本的因素结构、有效性及其与学习取向的关系
本研究旨在实证检验印度背景下心理资本的因素结构和有效性。此外,它还考察了心理资本与学习取向的联系。采用了定量方法,并使用问卷从印度公共部门研究组织、信息和通信技术公司以及学术大学和学院的700名员工中收集数据。研究结果表明,心理资本结构具有四因素二阶结构,对结果具有协同效应,其四个因素是相关但不同的结构。研究结果还证实,心理资本对组织成员的学习取向有显著的正向影响。此外,心理资本水平因性别、年龄、工作经验和高管水平而异,但不因资历而异。本研究将在理论上详细了解心理资本及其与学习取向的关系。研究结果表明,管理层应强调准备基于特定目标群体的心理资本干预和培训,以获得可持续的竞争优势。
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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