Prediction of job engagement of teachers based on psychological capital and psychological hardiness

• Ali khaleghkhah Educational Departament, Education and Psycology Faculty. University of Mohagheg Ardebily, Irán
• Adel Zahed babelan Educational Departament, Education and Psycology Faculty. University of Mohagheg Ardebily
• Ghaffar karimianpour Faculty of Education and Psychology, University of Mohagheg Ardebily,

Palabras clave: job engagement, psychological capital, psychological hardiness, teachers.

Resumen

The present research was carried out with the objective of predicting job engagement based on psychological capital and hardiness. This was a descriptive and correlational research. Research population consisted of all primary school teachers of Javanroud city and 195 samples were selected based on Cochran’s formula and with the use of stratified random sampling. Findings showed that there is a significant positive relation between psychological capital and hardiness and job engagement of employees. Also the results of multiple regression analysis revealed that about 55 percent of total job engagement of employees is predictable based on psychological capital and hardiness in which psychological variable had greater share in prediction.

Citas

Avey, J.; Reichard, R.; Luthans, F., & Mhatre, K. (2011). Meta-analysisof the impact of positive psychological capital on employee attitudes, behaviors and performance, Human resource Development Quarterly, 22(2),127-152.

Avey, James B., Patera, Jaime L., West, B. (2006). The Implications of positive psychological capital on employee absenteenism. Journal of leadership& amp; Organizational studies, 13-42.

Avey, James B.; Luthans, Fred; Smith, Ronda M.; Palmer, Noel F. (2010). Impact of positive psychological capital on employee well-being over time. Journal of Occupational Health Psychology, Vol 15(1), 17-28.

Bakker AB, Schaufeli WB, Leiter MP, Taris TW (2008). Work engagement: An emerging concept inoccupational health psychology. Work & Stress.22(3):187-200.

Bakker AB, Schaufeli WB, Leiter MP, Taris TW. (2008). Work engagement: An emerging concept inoccupational health psychology. Work & Stress.22(3):187-200.

Bakker, A.B., & Leiter, M.P. (Eds.). (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press.

Bedarkar, Madhura, Pandita, Deepika. (2013). A study on the drivers of employee engagement impacting employee performance. Procedia - Social and Behavioral Sciences. 133, 106-115.

Bue, Lo, Salvatore; Taverniers, John; Mylle, Jacques; Euwema, Martin (2013). Hardiness promotes work engagement, prevents burnout, and moderates their relationship. Military Psychology. 25(2). 105-115.

Carmeli, A., Freund, A. (2002). The relationship between work and workplace attitude and perceived external prestige. Corporate reputation review, 51-68.

Deci, E. l., Ryan, R. M. (1985). Intrinsic motivations and self determination in human behavior. New York: Plenum Press.

Cherring D J (1980). The work ethic: working values and values that work. Amacom Books. New York.Pp:43.

Crowley B.J., Hayslip B., Hobdy J. (2003). Psychological hardiness and adjustment to life events in adulthood. Journal of Adult Development.10(4): 237-249

Fleming, J. H. & Asplund, J. (2007). Human Sigma. New York: Gallup.

Forbringer, L. R. & Solutions, O. E. (2002). Overview of the Gallup Organization’s Q-12 survey. OE Solutions Inc, 1-5.

Gibbons, J. (2006). “Employee Engagement” A Review of Current Research and Its Implications”. New York: The Conference Board.

Gonzalez-Roma, V., Schaufeli, W. B., Bakker, A. B. & Llorens, S. (2006). Burnoutand work engagement: independent factor or opposite poles? Journal of Vocational Behavior, 68, 165-174.

Goyal, saumya, ajawani, j.c. (2016). Role of hardiness in employee engagement of male and female it professionals. Zenith international journal of multidisciplinary research. 6(6). 112-117.

Hakanen, J., Hakanen, A., Bakker, B., & Demerouti, E. (2005). How dentists copewiththeir job demands and stay engaged: the moderating role of job resource. European journal of oral science, 113. 479-487.

Hallberg, E.U., Schaufeli, B.W. (2006). Same but different?Can work engagement be discriminated from jobinvolvement and organizational commitment? Journalof Psychology, 11(2), 119-127.

Hobfoll, S.E., & Shirom, A. (2001). Conservation of resourcestheory: Applications to stress and management in theworkplace. In R.T. Golembiewski (Ed.), Handbookof organization behavior (2nd Revised edition, 57–81). New York: Marcel Dekker.

Judge, T., & Bono, J. (2001). Relationship of core self-evaluations traits, selfes teem, generalized self-efficacy, locus of control, and emotional stability with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86, 80-92.

Lorens, S., Bakker, A.B., Schaufeli, W.B., & Salanova,M. (2007). Testing the robustness of the job demands -resources model: Erratum. International Journal ofStress Management, 14, 224-225.

Luthans, F. Youssef, C.M. & Avolio, B.J. (2007). Psychological capital: developing the human competitive edge. New York: Oxford University Press

Luthans, F., Norman, S. M., & Hughes, L. (2006). Authentic leadership.In R. Burke & C. Cooper (Eds.). Inspiring leaders.84ñ104 London: Routledge, Taylor & Francis.

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(2), 219–238. http://dx.doi.org/ 10.1002/job.507.

Mac Gee, E.A. (2011). An examination of the stability of positive psychological capital using frequency-based measurement. PhD dissertation, University of Tennessee. http:// trace.tennesee.edulatk-graddiss/999.

MacLeod, D & Clarke, N. (2009). “ Engaging for Success: Enhancing performance through Employee Engagement. “ London: Department for Business Innovation and Skills.

Maddi SR, Khoshaba DM. (2005). Resilience at work: How tosucceed no matter what life throws at you. American: Amacom Div American Mgmt Assn.

Maddi SR. Hardiness: Te courage to grow from stresses. J Posit Psychol (2006;1)3):160-8. DOI:

Paek, Soyon, Markus Schuckert, Taegoo Terry Kim, Gyehee Lee (2015). Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale. International Journal of Hospitality Management, Volume 50,9-26.

Palo, MJ. (2015). Work engagement and psychological capital in a south african platinum mining company. Thesis submitted for the degree Doctor of Philosophy in Industrial Psychology at the Vaal Triangle Campus of the North-West University.

Peterson, S. J., & Byron, K. (2007). Exploring the role of hope in job performance: Results from four studies. Journal of Organizational Behavior, 29(6), 785–803.

Saks, Alan M. & Jamie, Gruman, A. (2010). Organizational Socialization and Positive Organizational Behaviour: Implications for Theory, Research, and Practice. Journal of Administrative Sciences / Revue Canadienne des Sciences del’Administration, 28(1) 14-26.

Salanova, M., Agut, S., & Peiro, J.M. (2005). Linkingorganizational resources and work engagement toemployee performance and customer loyalty: the mediation of service climate. Journal of Applied Psychology,90, 1217–1227.

Schaufeli WB, Bakker AB. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. J Organ Behav;25(3):293–315.

Schaufeli, W. B., Salanova, M., Gonzalez-Romá. V. & Bakker, A.B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92

Schaufeli, W., Taris, T., Le Blanc, P., Peeters, M.,Bakker, A., & De Jonge, J. (2001). Maakt arbeidgezond? Op zoeknaar de bevlogen werknemer [Doeswork make healthy? The quest for the engagedworker]. De Psycholoog, 36, 422–428.

Schoufeli, W.B., Bakker, A.B. & Salanova, M. (2001).The measurement of work engagement with a short questionnaire. A cross-national study, Educational and Psychological Measurement. 66, 701-716.

Seligman, M. E. P. (1998). Learned Optimism: How to change your mind and your life. New York: Pocket Books.

Seligman, M. E.P. (2002). Authentic happiness. New York: Free Press.

Sheard M, Golby J. Hardiness and undergraduate academic study: Temoderating role of commitment. Pers Indiv Differ. 2007;43)3):579-88.DOI: 10.1016/j. paid.2007.01.006

Simons, J.C., & Buitendach, J.H. (2013). Psychological capital, work engagement and organisatonal commitment amongstcall centre employees in South Africa. SA Journal of Industrial Psychology/SATydskrif vir Bedryfsielkunde,39(2),

Snyder, C. R. (1994). Hope and Optimism. Encyclopedia of Human Behavior. 2, (535– 542).

Sridevi, G., & Srinivasan, P. T. (2012). Psychological capital: a review of evolving literature. Colombo Business Journal, 3(1), 25-39.

Sweetman, D. & Luthans, F. (2010). The power of positive psychology: psychological capital and work engagement. Work engagement: A handbook of essential theory and research. (54-68) New York: Psychology press.

Ucol-Ganiron, T. (2012). The additive value of psychological capital in predicting structural project success and life satisfaction of structural engineers. International Journal of Social Science and Humanity, 4(2), 291-295.

Woodard, CR. (2004). Hardiness and the Concept of Courage. Consulting Psychology Journal: Practice and Research.: 56(3);85- 17.