The role of psychological capital in the relationship between authentic leadership and work engagement
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Date
2018
Authors
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AOSIS
Abstract
ORIENTATION: The focus on positive psychology in the workplace includes interest in
engagement of employees and the conditions and/or characteristics that explain variance in
engagement levels.
RESEARCH PURPOSE: Psychological capital (PsyCap) can be used as a substitute or enhancer for
leadership in the development of work engagement in cases where the individual has a high level
of PsyCap.
MOTIVATION FOR THE STUDY: With work engagement becoming increasingly critical to the
competitiveness of today’s organisations, there is a need to better understand the role of
leadership and psychological strengths that support work engagement among employees.
Research approach/design and method: In the quantitative study (on the responses of 647
managers from a national private healthcare organisation), the mediating and moderating role
of psychological capital (PsyCap) on the relationship between authentic leadership and work
engagement was tested.
MAIN FINDINGS: Psychological capital partially mediated the relationship between authentic
leadership and work engagement. Similarly, PsyCap was also a moderator of the relationship,
although the main effects remained significant.
PRACTICAL/MANAGERIAL IMPLICATIONS: Organisations and leaders should focus on developing a
high level of PsyCap within their followers in order to retain high levels of work engagement.
CONTRIBUTION/VALUE-ADD: The role of PsyCap in the leadership–engagement relationship
indicates that individuals can draw from their PsyCap to improve work engagement.
Description
Keywords
Positive psychology, Workplace, Engagement of employees, Psychological capital (PsyCap)
Citation
Du Plessis, M. & Boshoff, A.B. (2018). The role of psychological capital in the relationship between authentic leadership and work engagement. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 16(0): a1007.