Research Article
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Interactions Among Psychological Capital, Performance, Intention to Quit and Job Satisfaction: Moderating Effect of Gender

Year 2015, Volume: 2 Issue: 2, 105 - 113, 27.06.2015
https://doi.org/10.18394/iid.61996

Abstract

The main purpose of this study is to explore the effects of the psychological capital on job satisfaction, job performance and intention to quit and to determine the mediator and moderator roles of job satisfaction and gender in these relations. Focusing just the relations between variables, the data were collected with using survey method from 237 employees working different positions in a large scale private company in Ankara. The instruments were psychological capital scale (Luthans et al, 2007), job satisfaction scale (Hackman & Oldham, 1975), intention to quit scale (Mobley et al, 1978) and job performance ratings. Results showed that psychological capital has positive relations with job satisfaction and job performance, and negative relations with intention to quit; also job satisfaction has a mediator role in the relations between psychological capital and intention to quit. Moreover it was determined that gender has a moderator role in the relations of psychological capital- job satisfaction, and psychological capital-intention to quit. All these results were discussed in the light of previous findings.

References

  • Akçay, V. (2011). Pozitif psikolojik sermayenin kişisel değerler bakımından iş tatminine etkisi ve bir araştırma. Yayımlanmamış doktora tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü.
  • Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta-analysis of the impact of positive psychological capital on employees attitudes, behaviors and performance. Human Resource Development Quarterly, 22(2), 127-152.
  • Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), 677-693.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99-120.
  • Beauregard, T. A. (2012). Perfectionism, self-efficacy and OCB: the moderating role of gender. Personnel Review, 41(5) 590–608.
  • Çetin, F., & Basım, H. N. (2012). Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalışması. Amme İdaresi Dergisi, 45(1), 121-136.
  • Çetin, F. (2011). The Effects of the Organizational Psychological Capital on the Attitudes of Commitment and Satisfaction: A Public Sample in Turkey. European Journal of Social Science, 21(3), 373-380.
  • Eagly, A. (1987). Sex differences in social behavior: A social role interpretation. Hillsdale, NJ: Erlbaum.
  • Erkuş, A. & Fındıklı, M. A. (2013). Psikolojik sermayenin iş tatmini, iş performansı ve işten ayrılma niyeti üzerindeki etkisine yönelik bir araştırma. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 42(2), 302-318.
  • Foley, S., Ngo, H. Y., & Loi, R. (2006). Antecedents and consequences of perceived gender discrimination: A social identity perspective, Sex Roles, 55(3-4) 197-208.
  • Georgel, J. M. & Jones, G. R. (1997). Experiencing work: values, attitudes, and moods, Human Relations, 50, 393-416.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
  • Hackman, R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
  • Judge, T. A., Thoresen, C. J., Bono, J. E. & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376-407.
  • Kaplan, M. & Biçkes, D. M. (2013). The Relationship Between Psychological Capital and Job Satisfaction: A Study of Hotel Businesses in Nevşehir. Yönetim ve Ekonomi, 20(2), 233-242.
  • Kim, B. P., Murrmann, S. K. & Lee, G. (2009). Moderating effects of gender and organizational level between role stress and job satisfaction among hotel employees. International Journal of Hospitality Management, 28(4), 612-619.
  • Luthans, F. & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33, 143–160.
  • 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, 29, 219–238.
  • Luthans, F., Avolio, B. J., Avey, J. B. & Norman, S. M. (2007). Psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541–572.
  • Luthans, F., Luthans, K. & Luthans, B. C. (2004). Positive psychological capital: Going beyond human and social capital. Business Horizons, 47(1), 45-50.
  • Luthans, F., Avey, J.B., Avolio, B.J., & Peterson, S.J. (2010). The development and resulting performance impact of positive psychological capital. Human Resource Development Quarterly, 21, 41–67.
  • Mobley, W. H., Horner, S. O. & Hollinsworth, A.T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63, 408–414.
  • Norman, S. M., Avey, J. B., Nimnicht, J. L., & Pigeon, N. G. (2010). The interactive effects of psychological capital and organizational identity on employee organizational citizenship and deviance behaviors. Journal of Leadership and Organizational Studies, 17(4), 380-391.
  • Özer, P.S., Topaloğlu, T. & Timurcanday Özmen, Ö.N. (2013). Destekleyici Örgüt İkliminin, Psikolojik Sermaye ile İş Doyumu İlişkisinde Düzenleyici Etkisi. Ege Akademik Bakış, 13(4), 437-447.
  • Peng, J., Jiang, X., Zhang, J., Xiao, R., Song, Y., Feng, X., Zhang, Y. & Miao, D. (2013). The impact of psychological capital on job burnout of Chinese nurses: The mediator role of organizational commitment. PLoS One, 8(12): e84193.
  • Peterson, S. J., Walumbwa, F. O., Byron, K. & Myrowitz J. (2009). CEO Positive Psychological Traits, Transformational Leadership, and Firm Performance in High-Technology Start-up and Established Firms. Journal of Management, 35(2), 348-368.
  • Polatçı, S. (2014). Psikolojik Sermayenin Görev ve Bağlamsal Performans Üzerindeki Etkileri: Polis Teşkilatında Bir Araştırma. Ege Akademik Bakış, 14(1), 115-124.
  • Preacher, K. J., & Hayes, A. F. (2008). Contemporary approaches to assessing mediation in communication research. In A. F. Hayes, M. D. Slater, & L. B. Snyder (Eds.), The Sage sourcebook of advanced data analysis methods for communication research (s. 13-54). Thousand Oaks, CA: Sage.
  • Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Rights and Responsibilities Journal, 2, 121-139.
  • Shore, L. M. & Martin H. J. (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions, Human Relations, 42(7), 625-638.
  • Shrout, P.E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7, 422-445.
  • Sweetman, D., Luthans, F., Avey, J.B., & Luthans, B.C. (2011). Relationship between positive psychological capital and creative performance. Canadian Journal of Administrative Sciences, 28(1), 4-13.
  • Thibaut, J. W. & Kelley, H. H. (1959). The Social Psychology of Groups.New York: John Wiley & Sons.
  • Xanthopoulou, D., Bakker, A. B., Demerouti, E. & Schaufeli, W. E. (2009). Work engagement and financial returns: A diary study on the role of job and personal resources. Journal of Occupational and Organizational Psychology, 82, 183–200.

Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü

Year 2015, Volume: 2 Issue: 2, 105 - 113, 27.06.2015
https://doi.org/10.18394/iid.61996

Abstract

Mevcut çalışmada psikolojik sermayenin, iş tatmini, iş performansı ve işten ayrılma niyetine olan etkileri ile bu süreçte iş tatmininin ve cinsiyetin aracılık ve düzenleyicilik rollerinin ortaya çıkarılması amaçlanmıştır. Araştırmada Ankara’da büyük ölçekli özel bir firmada çeşitli pozisyonlarda çalışan toplam 237 çalışandan anket yöntemiyle veri toplanmıştır. Ankette çalışanların kişisel performans puanları ve demografik bilgileriyle birlikte, Psikolojik Sermaye Ölçeği (Luthans vd., 2007), İşten Ayrılma Niyeti Ölçeği (Mobley vd., 1978) ve İş Tatmin Ölçeği (Hackman ve Oldham, 1975) yer almıştır. Sonuçta, psikolojik sermayenin işten ayrılma niyetini azalttığı, algılanan performansı ve iş tatminini artırdığı, bununla birlikte psikolojik sermaye ile işten ayrılma niyeti ilişkisinde iş tatmininin bir aracılık rolü olduğu belirlenmiştir. Bu bulgulara ilaveten cinsiyetin psikolojik sermaye ile iş tatmini ve psikolojik sermaye ile işten ayrılma niyeti ilişkilerinde düzenleyicilik rolü olduğu ortaya çıkarılmıştır. Tüm sonuçlar önceki bulgular ışığında tartışılmıştır.

References

  • Akçay, V. (2011). Pozitif psikolojik sermayenin kişisel değerler bakımından iş tatminine etkisi ve bir araştırma. Yayımlanmamış doktora tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü.
  • Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta-analysis of the impact of positive psychological capital on employees attitudes, behaviors and performance. Human Resource Development Quarterly, 22(2), 127-152.
  • Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), 677-693.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99-120.
  • Beauregard, T. A. (2012). Perfectionism, self-efficacy and OCB: the moderating role of gender. Personnel Review, 41(5) 590–608.
  • Çetin, F., & Basım, H. N. (2012). Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalışması. Amme İdaresi Dergisi, 45(1), 121-136.
  • Çetin, F. (2011). The Effects of the Organizational Psychological Capital on the Attitudes of Commitment and Satisfaction: A Public Sample in Turkey. European Journal of Social Science, 21(3), 373-380.
  • Eagly, A. (1987). Sex differences in social behavior: A social role interpretation. Hillsdale, NJ: Erlbaum.
  • Erkuş, A. & Fındıklı, M. A. (2013). Psikolojik sermayenin iş tatmini, iş performansı ve işten ayrılma niyeti üzerindeki etkisine yönelik bir araştırma. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 42(2), 302-318.
  • Foley, S., Ngo, H. Y., & Loi, R. (2006). Antecedents and consequences of perceived gender discrimination: A social identity perspective, Sex Roles, 55(3-4) 197-208.
  • Georgel, J. M. & Jones, G. R. (1997). Experiencing work: values, attitudes, and moods, Human Relations, 50, 393-416.
  • Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25, 161-178.
  • Hackman, R. & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
  • Judge, T. A., Thoresen, C. J., Bono, J. E. & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376-407.
  • Kaplan, M. & Biçkes, D. M. (2013). The Relationship Between Psychological Capital and Job Satisfaction: A Study of Hotel Businesses in Nevşehir. Yönetim ve Ekonomi, 20(2), 233-242.
  • Kim, B. P., Murrmann, S. K. & Lee, G. (2009). Moderating effects of gender and organizational level between role stress and job satisfaction among hotel employees. International Journal of Hospitality Management, 28(4), 612-619.
  • Luthans, F. & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33, 143–160.
  • 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, 29, 219–238.
  • Luthans, F., Avolio, B. J., Avey, J. B. & Norman, S. M. (2007). Psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541–572.
  • Luthans, F., Luthans, K. & Luthans, B. C. (2004). Positive psychological capital: Going beyond human and social capital. Business Horizons, 47(1), 45-50.
  • Luthans, F., Avey, J.B., Avolio, B.J., & Peterson, S.J. (2010). The development and resulting performance impact of positive psychological capital. Human Resource Development Quarterly, 21, 41–67.
  • Mobley, W. H., Horner, S. O. & Hollinsworth, A.T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63, 408–414.
  • Norman, S. M., Avey, J. B., Nimnicht, J. L., & Pigeon, N. G. (2010). The interactive effects of psychological capital and organizational identity on employee organizational citizenship and deviance behaviors. Journal of Leadership and Organizational Studies, 17(4), 380-391.
  • Özer, P.S., Topaloğlu, T. & Timurcanday Özmen, Ö.N. (2013). Destekleyici Örgüt İkliminin, Psikolojik Sermaye ile İş Doyumu İlişkisinde Düzenleyici Etkisi. Ege Akademik Bakış, 13(4), 437-447.
  • Peng, J., Jiang, X., Zhang, J., Xiao, R., Song, Y., Feng, X., Zhang, Y. & Miao, D. (2013). The impact of psychological capital on job burnout of Chinese nurses: The mediator role of organizational commitment. PLoS One, 8(12): e84193.
  • Peterson, S. J., Walumbwa, F. O., Byron, K. & Myrowitz J. (2009). CEO Positive Psychological Traits, Transformational Leadership, and Firm Performance in High-Technology Start-up and Established Firms. Journal of Management, 35(2), 348-368.
  • Polatçı, S. (2014). Psikolojik Sermayenin Görev ve Bağlamsal Performans Üzerindeki Etkileri: Polis Teşkilatında Bir Araştırma. Ege Akademik Bakış, 14(1), 115-124.
  • Preacher, K. J., & Hayes, A. F. (2008). Contemporary approaches to assessing mediation in communication research. In A. F. Hayes, M. D. Slater, & L. B. Snyder (Eds.), The Sage sourcebook of advanced data analysis methods for communication research (s. 13-54). Thousand Oaks, CA: Sage.
  • Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Rights and Responsibilities Journal, 2, 121-139.
  • Shore, L. M. & Martin H. J. (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions, Human Relations, 42(7), 625-638.
  • Shrout, P.E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7, 422-445.
  • Sweetman, D., Luthans, F., Avey, J.B., & Luthans, B.C. (2011). Relationship between positive psychological capital and creative performance. Canadian Journal of Administrative Sciences, 28(1), 4-13.
  • Thibaut, J. W. & Kelley, H. H. (1959). The Social Psychology of Groups.New York: John Wiley & Sons.
  • Xanthopoulou, D., Bakker, A. B., Demerouti, E. & Schaufeli, W. E. (2009). Work engagement and financial returns: A diary study on the role of job and personal resources. Journal of Occupational and Organizational Psychology, 82, 183–200.
There are 34 citations in total.

Details

Primary Language Turkish
Subjects Behaviour-Personality Assessment in Psychology
Journal Section Articles
Authors

Fatih Çetin

A. Kadir Varoğlu

Publication Date June 27, 2015
Submission Date June 27, 2015
Published in Issue Year 2015 Volume: 2 Issue: 2

Cite

APA Çetin, F., & Varoğlu, A. K. (2015). Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü. İş Ve İnsan Dergisi, 2(2), 105-113. https://doi.org/10.18394/iid.61996
AMA Çetin F, Varoğlu AK. Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü. İİD. October 2015;2(2):105-113. doi:10.18394/iid.61996
Chicago Çetin, Fatih, and A. Kadir Varoğlu. “Psikolojik Sermaye, Performans, Ayrılma Niyeti Ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü”. İş Ve İnsan Dergisi 2, no. 2 (October 2015): 105-13. https://doi.org/10.18394/iid.61996.
EndNote Çetin F, Varoğlu AK (October 1, 2015) Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü. İş ve İnsan Dergisi 2 2 105–113.
IEEE F. Çetin and A. K. Varoğlu, “Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü”, İİD, vol. 2, no. 2, pp. 105–113, 2015, doi: 10.18394/iid.61996.
ISNAD Çetin, Fatih - Varoğlu, A. Kadir. “Psikolojik Sermaye, Performans, Ayrılma Niyeti Ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü”. İş ve İnsan Dergisi 2/2 (October 2015), 105-113. https://doi.org/10.18394/iid.61996.
JAMA Çetin F, Varoğlu AK. Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü. İİD. 2015;2:105–113.
MLA Çetin, Fatih and A. Kadir Varoğlu. “Psikolojik Sermaye, Performans, Ayrılma Niyeti Ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü”. İş Ve İnsan Dergisi, vol. 2, no. 2, 2015, pp. 105-13, doi:10.18394/iid.61996.
Vancouver Çetin F, Varoğlu AK. Psikolojik Sermaye, Performans, Ayrılma Niyeti ve İş Tatmini Etkileşimi: Cinsiyetin Düzenleyici Rolü. İİD. 2015;2(2):105-13.

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