Psychological capital: relationships between work design, engagement and turnover intention

Authors

DOI:

https://doi.org/10.17058/psiunisc.v8i1.18488

Keywords:

Psychological capital, Work design, Work engagement, Turnover intention

Abstract

This study investigated the relationships between psychological capital, work design, engagement and turnover intention. This is a quantitative and cross-sectional study with 268 participants. The instruments used were: a) Job Design Questionnaire, b) Psychological Capital Scale, c) Utrecht Work Engagement Scale, d) Turnover Intention Scale and e) Socio-demographic data questionnaire. Regression analyzes showed that work design factors and psychological capital are predictive factors of work engagement and turnover intention. The results also indicated that work design and psychological capital were positively related to work engagement and negatively related to turnover intention. They also revealed that psychological capital is a suppressive factor in the relationship between specialization and work engagement and moderates the relationship between problem solving and turnover intention. Furthermore, work design factors (task and work characteristics, social characteristics and work context) and psychological capital explain work engagement and turnover intention. The originality of the study, its theoretical contributions and those applied to the work context are highlighted, highlighting its limitations.

Downloads

Download data is not yet available.

Author Biographies

Erica Hokama, Universidade São Judas Tadeu (USJT)

Doutorado defendido em Psicologia da Saúde pela Universidade Metodista de São Paulo, possui graduação em Psicologia pela Universidade São Marcos (2008), com especialização em Psicopatologia e Saúde Pública pela FSP / USP (2011), Mestre em Psicologia da Saúde (Universidade Metodista - SP, 2015). Tem experiência em coordenar as áreas de treinamento & desenvolvimento, e recrutamento e seleção de grandes empresas nacionais e multinacionais. Participa do Grupo de Trabalho (GT-15) de Psicologia Organizacional e do Trabalho da ANPEPP.

Maria do Carmo Fernandes Martins, Universidade Metodista de São Paulo (UMESP)

Possui graduação em Psicologia pela Universidade de São Paulo (1977), Especialização em Psicodrama pela Sociedade de Psicodrama de Ribeirão Preto (1979), Mestrado em Psicologia pela Universidade de Brasília (1984) e Doutorado em Psicologia pela Universidade de Brasília (1999). Professora aposentada da Universidade Federal de Uberlândia. Professora Titular da Universidade Metodista de São Paulo. Implantou e coordenou (2003-2008) o Programa de Pós-graduação em Psicologia da Universidade Federal de Uberlândia. Coordenou o Programa de Pós-graduação em Psicologia da Saúde da Universidade Metodista de São Paulo

References

Abadd, G, & Torres, C.V. (2002). Regressão múltipla stepwise e hierárquica em Psicologia Organizacional: Aplicações, problemas e soluções. Estudos de Psicologia, 7, 19-29. https://doi.org/10.1590/s1413-294x2002000300004

Akingbola, K., & van den Berg, H.A. (2019). Antecedents, consequences, and context of employee engagement in nonprofit organizations. Review of Public Personnel Administration, 39(1), 46-74. https://doi.org/10.1177/0734371X16684910

Apostel, E., Syrek, C. J., & Antoni, C. H. (2018). Turnover intention as a response to illegitimate tasks: The moderating role of appreciative leadership. International Journal of Stress Management, 25(3), 234–249.

https://doi.org/10.1037/str0000061

Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors. The Journal of Applied Behavioral Science, 44(1), 48–70. https://doi.org/10.1177/0021886307311470

Avey, J.B., Reichard, R.J., Luthans, F., & Mhatre, K.H. (2011). Meta-analysis of the impact of positive psychological capital on employee attitudes, behavior, and performance. Human Resource Development Quarterly, 22(2), 127-152. https://doi.org/10.1002/hrdq.20070

Avolio, B. J., Kahai, S., & Dodge, G. E. (2000). E-leadership. The Leadership Quarterly, 11(4), 615–668. https://doi.org/10.1016/s1048-9843(00)00062-x

Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200. https://doi.org/10.1080/02678370802393649

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD-R approach. Annual Review of Organizational Psychology and Organizational Behaviour,11, 389-411.

https://doi.org/10.1146/annurev-orgpsych-031413-091235

Borges-Andrade, J. E., Peixoto, A. L. A., Queiroga, F., & Pérez-Nebra, A. R. (2019). Adaptation of the Work Design Questionnaire to Brazil. Revista Psicologia Organizações e Trabalho, 19(3), 720-731. https://doi.org/10.17652/rpot/2019.3.16837

Bruning, P. F. & Campion, M. A. (2022). Assessing job crafting competencies to predict tradeoffs between competing outcomes. Human Resource Management, 61(1), 91–116. https://doi.org/10.1002/hrm.22081116

Çağış, Z.G. & Yıldırım, M. (2022). Understanding the effect of fear of COVID-19 on COVID-19 burnout and job satisfaction: a mediation model of psychological capital. Psychology, Health & Medicine, 28(1), 279-289. https://doi.org/10.1080/13548506.2022.2077970

Choi, J. (2019). The mediating effect of positive psychological capital between autonomous work environment and self-directed behavior: evidence from South Korea. Human Resource Development International, 23(1), 1-20.

https://doi.org/10.1080/13678868.2019.1632094

Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203.x

Cid, D. T. (2018). O impacto do capital psicológico e do comportamento de redesenho no trabalho sobre o engajamento no trabalho (Tese de doutorado). Faculdade da Saúde, Universidade Metodista de São Paulo, São Bernardo do Campo, SP, Brasil. https://doi.org/10.29381/0103-8559/20192904393-9

Cid, D.T., Martins, M.C.F., Dias, M., & Fidelis, A.C.F. (2020). Psychological Capital Questionnaire (PCQ-24): Preliminary evidence of psychometric validity of the Brazilian version. Psico-USF, 25(1), 63-74. https://doi.org/10.1590/1413-82712020250106

Cunha de Jesus, N.C. (2018). Desenho do trabalho: Analisando suas relações com engajamento no trabalho e comprometimento organizacional em uma instituição pública de ensino superior (Dissertação de Mestrado). Instituto de Psicologia, Universidade Federal da Bahia, Salvador, BA, Brasil.

https://doi.org/10.21527/2237-6453.2019.48.139-158

Cunha de Jesus, N.C., Bastos, A.V.B., & Aguiar, C.V.N. (2019). Desenho do trabalho: caracterização do fenômeno e análise de suas relações. Revista Psicologia Organizações e Trabalho, 19(4), 734-743. https://doi.org/10.17652/rpot/2019.4.17346

Darvishmotevali, M., & Ali, F. (2020). Job insecurity, subjective well-being and job performance: The moderating role of psychological capital. International Journal of Hospitality Management, 87. 102462. https://doi.org/10.1016/j.ijhm.2020.102462

Deursen, K. van (2023). The effect of working conditions on employee turnover intention (Masters Dissertation). Utrech University. Recuperado de https://studenttheses.uu.nl/handle/20.500.12932/44153

Devotto, R. P. (2016). Adaptação e validação do questionário de job crafting e sua relação com estados positivos do trabalho (Dissertação de mestrado). Pontifícia Universidade Católica (PUC), Campinas, SP, Brasil. Recuperado de http://tede.bibliotecadigital.puc-campinas.edu.br:8080/jspui/handle/tede/906

Fernandes, M. C., & Martins, V. (2023). Personal Resources, Work Demands and Work Outcomes: A Test of the JD-R Model. Open Journal of Business and Management, 11, 1704-1722. https://doi.org/10.4236/ojbm.2023.114096

Ferreira, M. C., Valentini, F., Damásio, B. F., Mourão, L., Porto, J. B., Chinelato, R. S. D. C., … Pereira, M. M. (2016). Evidências adicionais de validade da UWES-9 em amostras brasileiras. Estudos de Psicologia (Natal), 21(4), 435-445. https://doi.org/10.5935/1678-4669.20160042

Fronda, D. C. & Labrague, L. J. (2022). Turnover intention and coronaphobia among frontline nurses during the second surge of COVID-19: The mediating role of social support and coping skills. Journal Nursing Management, 30(3), 612–621. https://doi.org/10.1111/jonm.13542

Garbin, K., Pasqualotti, A., Chambel, M. J., & Moretto, C. F. (2019). A idade como diferencial no engagement dos profissionais de enfermagem. Psicologia: Teoria e Pesquisa, 35, e35516. https://dx.doi.org/10.1590/0102.2773e35516

George, O. J., Okon, S. E., & Akaighe, G. O. (2023). Psychological capital and work engagement among employees in the Nigerian public sector: The mediating role of emotional intelligence. International Journal of Public Administration, 46(6) 445-453. https://doi.org/10.1080/01900692.2021.2001010

Goštautaitė, B., & Bučiūnienė, I. (2015). Work engagement during life-span: The role of interaction outside the organization and task significance. Journal of Vocational Behavior, 89, 109–119. https://doi.org/10.1016/j.jvb.2015.05.001

Grant, A. M., Fried, Y., & Juillerat, T. (2011). Work matters: Job design in classic and contemporary perspectives. In S. Zedeck (Ed.), APA Handbook of industrial and organizational psychology, Vol. 1. Building and developing the organization (pp. 417-453). Washington, DC, US: American Psychological Association.

https://doi.org/10.1037/12169-013

Ho, H. C. Y., & Chan, Y. C. (2022). Longitudinal associations between psychological capital and problem-solving among social workers: A two-wave cross-lagged study. Health & Social Care in the Community, 30(5). https://doi.org/10.1111/hsc.13713

Hong Y, Huang, J.H. & Zhang, J. (2022) Relationship between emotional labor and mental health in preschool teachers: Mediation of psychological capital. Frontier. Psychology, 13, 707961. https://doi.org/10.3389/fpsyg.2022.70796

Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332- 1356. https://doi.org/10.1037/0021-9010.92.5.1332

James, J.B., Mckechnie, S., & Swanberg, J. (2011). Predicting employee engagement in an age-diverse retail workforce. Journal of Organizationl Behavior, 32(2). https://doi.org/10.1002/job.681

Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287

Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x

Luthans, K.W., & Jensen, S.M. (2005). The Linkage Between Psychological Capital and Commitment to Organizational Mission: A Study of Nurses. JONA Journal of Nursing Administration, 35(6), 304-310. https://doi.org/10.1097/00005110-200506000-00007

Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33(2), 143-160. https://doi.org/10.1016/j.orgdyn.2004.01.003

Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological Capital: An Evidence-Based Positive Approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339-366.

https://doi.org/10.1146/annurev-orgpsych-032516-113324

Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(01), 3–30.

Magnan, E. S, Amorim, M. V., Machado, W. L., & Oliveira, M. Z. (2020). Desenho do Trabalho, Atitudes de Carreira e saúde mental em empresas de Tecnologia da Informação. Revista Psicologia Organizações e Trabalho, 20(2), 1018-1024. https://doi.org/10.17652/rpot/2020.2.18166

Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology,62(2), 237-240. https://doi.org/10.1037/0021-9010.62.2.237

Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321-339. https://doi.org/10.1037/0021-9010.91.6.1321

Mura, A.L., Nonnis, M., Scrima, F., & Fornara, F. (2023). Promoting the work engagement of the health worker: The role of secure workplace attachment, perceived spatial-physical comfort, and relationship with patients. Journal of Environmental Psychology, 85, 101937. https://doi.org/10.1016/j.jenvp.2022.101937

Newman, A., Ucbasaram, D., Zhu, F., & Hirst, G. (2014). Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35, 120-138.

Oldham, G. R., & Fried, Y. (2016). Job design researchand theory: Past, presentand future. Organizational Behavior and Human Decision Processes, 136, 20–35. https://doi.org/10.1016/j.obhdp.2016.05.002

Olivieri, R. & Paulette, W. (2018). Métodos quantitativos: Teoria e aplicações. Campo Limpo Paulista: UNIFACCAMP.

Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of Applied Psychology, 102(3), 403, 1-18. https://doi.org/10.1037/apl0000106

Parker, S. K., Wall, T. D., & Cordery, J. L. (2001). Future work design research and practice: Towards an elaborated model of work design. Journal of Occupational and Organizational Psychology, 74(4), 413-440. https://doi.org/10.1348/096317901167460

Rodríguez-Cáceres, C., Ramírez-Vielma, R., Fernández-Ríos, M. y Bustos-Navarrete, C. (2018). Capital psicológico, desempeño contextual y apoyo social del trabajo em salud primaria. Journal of Work and Organizational Psychology. 34(3) 123-133. https://doi.org/10.5093/jwop2018a15

Sameer, Y., Ahmed, A., & Mohamad M.S. (2019). Antecedents of psychological capital: The role of work design. Journal of Economics and Management, 35(1), 124-149. https://doi.org/10.22367/jem.2019.35.07

Schaufeli, W.B. (2012). Work engagement: What do we know and where do we go? Romanian Journal of Applied Psychology, 14(1), 3-10. https://doi.org/10.1037/e536932011-045

Silva, N., & Farsen, T.C. (2018). Qualidades psicológicas positivas nas organizações: Desenvolvimento, mensuração e gestão. São Paulo: Editora Vetor.

Siqueira, M. M. M., Gomide Júnior, S., Oliveira, A. F., & Polizzi Filho, A. (2014). Intenção de rotatividade. Em M. M. M. Siqueira (Ed.), Novas medidas do comportamento organizacional, Ferramentas de diagnóstico e de gestão (pp. 209-216). Porto Alegre: Artmed. https://doi.org/10.13037/gr.vol27n80.1131

Siqueira, M. M. M., Martins, M. C., & Souza, W. (2014). Capital psicológico no trabalho. In: Siqueira, M.M.M. e colaboradores. Novas Medidas do Comportamento Organizacional: Ferramentas de diagnóstico e de gestão (pp. 65-78). Porto alegre: ArtMed. https://doi.org/10.13037/gr.vol27n80.1131

Xuelin, C., Al Mamun, A., Hoque, M. E., Hussain, W. M. H. W., & Yang, Q. (2023). Work design, employee well-being, and retention intention: A case study of China's. Heliyon, 9(5). https://doi.org/10.1016/j.heliyon.2023.e15742

Wan, W., & Duffy, R. D. (2022). Decent work and turnover intention among new generation employees: the mediating role of job satisfaction and the moderating role of job autonomy. SAGE Open, 12(2). https://doi.org/10.1177/21582440221094591

Published

2024-01-16

How to Cite

Hokama, E., & Martins, M. do C. F. (2024). Psychological capital: relationships between work design, engagement and turnover intention . PSI UNISC, 8(1), 186-204. https://doi.org/10.17058/psiunisc.v8i1.18488

Issue

Section

Articles