Antecedent and Consequences of Psychological Capital of Entrepreneurs
Abstract
:1. Introduction
2. Theory and Hypotheses
3. Materials and Methods
3.1. Sample and Data Collection
3.2. Methodology
3.3. Measures
3.3.1. Measurement of Organizational Climate
3.3.2. Measurement of Organizational Justice
3.3.3. Measurement of Leader-Member Exchange
3.3.4. Measurement of Authentic Leadership
3.3.5. Measurement of Occupational Stressor
3.3.6. Measurement of Psychological Capital
3.3.7. Measurement of Job Satisfaction
3.3.8. Measurement of Job Performance
3.3.9. Measurement of Job Attitude (As Personal Engagement)
3.3.10. Measurement of Organizational Citizenship Behavior
3.3.11. Measurement of Undesirable Behavior
3.4. Confirmatory Factor Analyses
4. Results and Discussions
5. Conclusions
5.1. Limitation
5.2. Implications
Author Contributions
Funding
Conflicts of Interest
References
- Luthans, F.; Avolio, B.; Avey, J.B.; Norman, S.M. Positive Psychological Capital: Measurement and relationship with performance and satisfaction. Pers. Psychol. 2007, 60, 541–572. [Google Scholar] [CrossRef]
- Goldsmith, A.H.; Veum, J.R.; Darity, W. The impact of psychological and human capital on wages. Econ. Inq. 1997, 35, 815–828. [Google Scholar] [CrossRef]
- Envick, B.R. Beyond Human and Social Capital: The Importance of Positive Psychological Capital for Entrepreneurial Success. Entrep. Exec. 2005, 10, 41. [Google Scholar]
- Brandt, T.; Gomes, J.F.; Boyanova, D. Personality and psychological capital as indicators of future job success? Liiketal. Aikak. 2011, 3, 263–289. [Google Scholar]
- Litwin, G.H.; Stringer, R.A. Motivation and Organizational Climate; Division of Research, Graduate school of Business Administration, Harvard University: Boston, MA, USA, 1968. [Google Scholar]
- Denison, D.R. What is the difference between organizational culture and organizational climate? A native’s point of view on a decade of paradigm wars. Acad. Manag. Rev. 1996, 21, 619–654. [Google Scholar] [CrossRef]
- Schneider, B.; Smith, D.B.; Goldstein, H.W. Attraction-Selection-Attrition: Toward a Person-Environment Psychology of Organizations, 1st ed.; Lawrence Erlbaum Associates Publishers: Mahwah, NJ, USA, 2000; pp. 61–85. [Google Scholar]
- Qadeer, F.; Hina, J. Mediation of Psychological Capital between Organizational Climate and Organizational Citizenship Behavior. Pak. J. Commer. Soc. Sci. 2014, 8, 452–470. [Google Scholar]
- Shahnawaz, M.G.; Jafri, M.H. Psychological capital as predictor of organizational commitment and organizational citizenship behavior. J. Indian Acad. Appl. Psychol. 2009, 35, 78–84. [Google Scholar]
- Greenberg, J. Organizational Justice: Yesterday, Today and Tomorrow. J. Manag. 1990, 16, 399–432. [Google Scholar] [CrossRef]
- Masterson, S.S.; Lewis, K.; Goldman, B.M.; Taylor, M.S. Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships. Acad. Manag. J. 2000, 43, 738–748. [Google Scholar]
- Nadiri, H.; Tanova, C. An Investigation of the Role of Justice in Turnover Intentions, Job Satisfaction, and Organizational Citizenship Behavior in Hospitality Industry. Int. J. Hosp. Manag. 2010, 29, 33–41. [Google Scholar] [CrossRef]
- Nakra, R. Understanding the Impact of Organizational Justice on Organizational Commitment and projected job stay among Employees of the Business Process Outsourcing Sector in India. Vision 2014, 18, 185–194. [Google Scholar] [CrossRef]
- Fredrickson, B. The Broaden-and-build theory of positive emotions. Philosophical Transactions of the Royal Society of London. Ser. B Biol. Sci. 2004, 359, 1367–1378. [Google Scholar] [CrossRef] [PubMed]
- Fredrickson, B. The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. Am. Psychol. 2001, 53, 218–226. [Google Scholar] [CrossRef]
- Fredrickson, B. What good are positive emotions? Rev. Gen. Psychol. 1998, 2, 300–319. [Google Scholar] [CrossRef] [PubMed]
- Totawar, A.K.; Nambudiri, R. How does Organizational Justice influence Job Satisfaction and Organizational Commitment? Explaining with psychological capital. Vikalpa 2014, 39, 83–97. [Google Scholar] [CrossRef]
- Chaurasia, S.; Shukla, A. Psychological Capital, LMX, Employee Engagement and Work Role Performance. Indian J. Ind. Relat. 2014, 50, 342–356. [Google Scholar]
- Dansereau, F.; Graen, G.; Haga, W.J. A Vertical Dyad Linkage Approach to Leadership within Formal Organizations: A Longitudinal Investigation of the Role Making Process. Organ. Behav. Hum. Perform. 1975, 13, 46–78. [Google Scholar] [CrossRef]
- Scandura, T.A. Moderation Effects of Initial Leader-Member Exchange Status on the Effects of a Leadership Intervention. J. Appl. Psychol. 1984, 69, 428–436. [Google Scholar] [CrossRef]
- Gooty, J.; Gavin, M.; Johnson, P.D.; Frazier, L.M.; Snow, B.D. In the Eyes of the Beholder Transformational Leadership, Positive Psychological Capital and Performance. J. Leadersh. Organ. Stud. 2009, 15, 353–367. [Google Scholar] [CrossRef]
- Bandura, A. Self-Efficacy Mechanism in Human Agency. Am. Psychol. 1982, 44, 1175–1184. [Google Scholar] [CrossRef]
- Rego, A.; Marques, C.; Leal, S.; Sousa, F.; Pina e Cunha, M. Psychological capital and performance of Portuguese civil servants: Exploring neutralizers in the context of an appraisal system. Int. J. Hum. Resour. Manag. 2012, 21, 1531–1552. [Google Scholar] [CrossRef]
- Lazarus, R.S.; Folkman, S. Stress, Appraisal, and Coping, 1st ed.; Springer: New York, NY, USA, 1984. [Google Scholar]
- Ganster, D.C.; Logan, M.S. An Experimental of a control Intervention of Alleviate Job-Related Stress. J. Manag. 2005, 31, 90–107. [Google Scholar]
- Bashir, U.; Ramay, M.I. Impact of Stress on Employees Job Performance: A Study on Bankig Sector of Pakistan. Int. J. Mark. Stud. 2010, 2, 122–126. [Google Scholar] [CrossRef]
- Liu, L.; Chang, Y.; Fu, J.; Wang, J.; Wang, L. The mediating role of psychological capital on the association between occupational stress and depressive symptoms among Chinese physicians: A cross-sectional study. BMC Public Health 2012, 12, 219–226. [Google Scholar] [CrossRef] [PubMed]
- Smith, P.C.; Kendall, L.M.; Hulin, C.L. The Measurement of Satisfaction in Work and Retirement: A Strategy for the Study of Attitudes; Rand McNally & Co.: Chicago, IL, USA, 1969. [Google Scholar]
- Spector, P. Measurement of human service staff satisfaction: Development of the job satisfaction survey. Am. J. Community Psychol. 1985, 13, 693–713. [Google Scholar] [CrossRef] [PubMed]
- Igbaria, M.; Parasuraman, S.; Badawy, M.K. Work experiences, job involvement and quality of work life among information systems personnel. MIS Q. 1994, 18, 175–201. [Google Scholar] [CrossRef]
- Locke, E.A. The nature and causes of job satisfaction. In Handbook of I/O Psychology; Dunnette, M.D., Ed.; Rand-McNally: Chicago, IL, USA, 1976; Volume 1, pp. 1297–1349. [Google Scholar]
- Locke, E.A.; Smith, P.C.; Kendall, L.M.; Hulin, C.L.; Miller, A.M. Convergent and discriminant validity for areas and methods of rating job satisfaction. J. Appl. Psychol. 1964, 48, 313–319. [Google Scholar] [CrossRef]
- Spector, P. Job Satisfaction: Application, Assessement, Causes and Consequences, 1st ed.; SAGE Publications: London, UK, 1997. [Google Scholar]
- Luthans, F.; Avey, J.B.; Clapp-Smith, R.; Li, W. More evidence on the value of Chinese workers’ psychological capital: A potentially unlimited competitive resource? Int. J. Hum. Resour. Manag. 2008, 19, 818–827. [Google Scholar] [CrossRef]
- Luthans, F.; Youssef, C.M. Human, social, and now positive psychologyal capital management. Organ. Dyn. 2004, 33, 143–160. [Google Scholar] [CrossRef]
- Campbell, J. Modeling the Performance Prediction Problem in Industrial and Organizational Psychology; Dunnette, M.D., Hough, L.M., Eds.; Consulting Psychologists Press, Inc.: Palo Alto, CA, USA, 1990. [Google Scholar]
- Campbell, J.P.; McCloy, R.A.; Oppler, S.H.; Sager, C.E. A Theory of Performance, 1st ed.; Jossey-Bass: San Francisco, CA, USA, 1993. [Google Scholar]
- Anjum, M.A.; Ahmed, S.J.; Karim, J. Do Psychological Capabilities Really Matter? The Combined Effects of Psychological Capital and Peace of Mind on Work Centrality and In-Role Performance. Pak. J. Commer. Soc. Sci. 2014, 8, 502–520. [Google Scholar]
- Bouckenooghe, D.; Zafar, A.; Raja, U. How Ethical Leadership Shapes Employees’ Job Performance: The Mediating Roles of Goal Congruence and Psychological Capital. J. Bus. Ethics 2015, 129, 251–264. [Google Scholar] [CrossRef]
- Mowday, R.T.; Porter, L.M.; Steers, R. Organizational Linkages: The Psychology of Commitment, Absenteeism and Turnover; Academic Press: San Diego, CA, USA, 1982. [Google Scholar]
- Allport, G. Attitudes. In Handbook of Social Psychology; Murchison, C., Ed.; Clark University Press: Worcester, MA, USA, 1935. [Google Scholar]
- Susanty, A.; Miradipta, R.; Jie, F. Analysis of the effect of attitude toward works, organizational commitment, and job satisfaction, on employee’s job performance. Eur. J. Bus. Soc. Sci. 2013, 1, 15–24. [Google Scholar]
- Kappagoda, S.U.; Othman, H.F.; Alwis, G.D. Psychological Capital and Job Performance: The mediating role of Work attitudes. J. Hum. Resour. Sustain. Stud. 2014, 2, 102–116. [Google Scholar] [CrossRef]
- Fox, S.; Spector, P.E.; Goh, A.; Bruursema, K.; Kessler, S.R. The deviant citizen-Measuring potential positive relations between counterproductive work behavior and OCB. J. Occup. Organ. Psychol. 2011, 85, 199–220. [Google Scholar] [CrossRef]
- Organ, D. Organizational citizenship behavior: It’s construct clean-up time. Hum. Perform. 1997, 10, 85–97. [Google Scholar] [CrossRef]
- Van Scotter, J.R.; Motowidlo, S.J.; Cross, T.C. Effects of task performance and contextual performance on systemic rewards. J. Appl. Psychol. 2000, 85, 526–535. [Google Scholar] [CrossRef] [PubMed]
- Werner, J. Dimensions that make a difference: Examining the impact of in-role and extrarole behaviors on supervisory ratings. J. Appl. Psychol. 1994, 79, 98–107. [Google Scholar] [CrossRef]
- Turker, M. Organizational citizenship behavior and organizational learning climate relationship. Lex ET Sci. Int. J. 2008, XV, 182–188. [Google Scholar]
- Rego, A.; Riberio, N.; Cunha, M.P. Percptions of organizational virtousness and happiness as predictors of OCBs. J. Bus. Ethics 2010, 93, 215–235. [Google Scholar] [CrossRef]
- Robinson, S.L.; Bennett, R.J. A typology of deviant workplace behaviors: A multi-dimensional scaling study. Acad. Manag. J. 1995, 38, 555–572. [Google Scholar]
- Fox, C.; Webster, B.D.; Casper, W.C. Spirituality, psychological capital and employee performance: An empirical examination. J. Manag. Issues 2018, 30, 194. [Google Scholar]
- Avey, J.B.; Reichard, R.J.; Luthans, F.; Mhatre, K.H. Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance. Hum. Resour. Dev. Q. 2011, 22, 127–152. [Google Scholar] [CrossRef]
- Roberts, N.; Thatcher, J.B.; Grover, V. Advancing operations management theory using exploratory structural equation modeling techniques. Int. J. Prod. Res. 2010, 48, 4329–4353. [Google Scholar] [CrossRef]
- Vähälummukka, T. Organizational Climate Survey: OP-Services. Bachelor’s Thesis, Helsinki Metropolia University of Applied Sciences, Helsinki & Vantaa & Espoo, Finland, 7 May 2012. [Google Scholar]
- Ibrahim, M.E.; Perez, A.O. Effects of ORganizational Justice, Employee Satisfaction and Gender on Employees’ Commitment: Evidence from the UAE. Int. J. Bus. Manag. 2014, 9, 45–59. [Google Scholar] [CrossRef]
- Liden, R.C.; Maslyn, J.M. Multidimentsionality of leader-member exchange: An empirical assessment through scale development. J. Manag. 1998, 24, 43–72. [Google Scholar]
- Emuwa, A. Authentic Leadership: Commitment to Supervisor, Follower Empowerment, and Procedural Justice Climate. Emerg. Leadersh. Journeys 2013, 6, 45–65. [Google Scholar]
- Court, S.; Kinman, G. Tackling Stress in Prison Education; University and College Union: London, UK, 2009. [Google Scholar]
- Luthans, F.; Youssef, C.M.; Avolio, B.J. Psychological Capital; Oxford University Press: New York, NY, USA, 2007. [Google Scholar]
- Usmani, S.; Jamal, S. Impact of Distributive Justice, Precedural Justice, Interactional Justice, Temporal Justice, Spatial Justice on Job Satisfaction of Banking Employees. Rev. Interact. Bus. Econ. Res. 2013, 2, 351–383. [Google Scholar]
- McCook, K.D. Organizational Perceptions and Their Relationships to Job Attitudes, Effort, Performance, and Organizational Citizenship Behavior. Ph.D. Thesis, Luisiana State University, Baton Rouge, LA, USA, December 2002. [Google Scholar]
- Bukhari, Z.; Ali, U. Relationship beetween Organizational Citizenship Behavior & Counterproductive Work Behavior in the geographical context of Pakistan. Int. J. Bus. Manag. 2009, 4, 85–92. [Google Scholar]
- Sridevia, G.; Srinivasanb, P.T. Psychological capital: A review of evolving literature. Colombo Bus. J. 2012, 3, 25–39. [Google Scholar]
- Newman, A.; Ucbasaran, D.; Zhu, F.; Hirst, G. Psychological capital: A review and synthesis. J. Organ. Behav. 2014, 35 (Suppl. 1), S120–S138. [Google Scholar] [CrossRef]
- Zhong, L. Review of psychological capital research. Adv. Psychol. Sci. 2007, 15, 482–487. [Google Scholar]
- Bradbury-Jones, C. Engaging new nurses: The role of psychological capital and workplace empowerment. J. Res. Nurs. 2015, 20, 265–277. [Google Scholar] [CrossRef]
- Avolio, B.J.; Gardner, W.L. Authentic leadership development: Getting to the root of positive forms of leadership. Leadersh. Q. 2005, 16, 213–338. [Google Scholar] [CrossRef]
- Di Fabio, A. The psychology of sustainability and sustainable development for well-being in organizations. Front. Psychol. 2017, 8, 1534. [Google Scholar] [CrossRef] [PubMed]
- Di Fabio, A. Positive Healthy Organizations: Promoting well-being, meaningfulness, and sustainability in organizations. Front. Psychol. 2017, 8, 1938. [Google Scholar] [CrossRef] [PubMed]
Variable | Items | Source | Measure |
---|---|---|---|
Organizational Climate | I am familiar with the mission, vision and values of the venture. My workload is appropriate I get the learning I believe everyone is treated fairly in my venture The relationship between me and my employees is good | Vähälummukka, Tiia [54] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Organizational Justice | My work schedule is fair I think my level of economic return is fair I feel that my job responsibilities are fair Job decisions made by me and co-founding team are in unbiased manner When decisions are made about my performance, my stakeholders and co-founding partners treats me with respect and dignity | Ibrahim and Perez [55] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Leader-member exchange | I (the entrepreneur) respect my partners and stakeholders’ knowledge of and competence on the job I like my partners and stakeholders very much I am willing to apply extra efforts, beyond those normally required, to meet my partners and stakeholders’ work goals. My partners and stakeholders would defend me to others in the organization if I made an honest mistake I do not mind working my hardest for my partners and stakeholders | Liden and Maslyn [56] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Authentic Leadership | People involve in implementing decisions have a say in making the decisions I am confident about my ability to do my job I am self-assured about my capabilities to perform my work activities I have mastered the skills necessary for my job Since starting this job, my personal values and those of my partners and stakeholders have become more similar | Emuwa [57] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Occupational Stressor | I am clear what is expected of me at work I can decide when to take a break I can talk to my partners and stakeholders about something has upset or annoyed me about work My working time can be flexible I receive the respect at work | Court and Kinman [58] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Job Satisfaction | I am very happy to be a part of this organization I really feel as if this organization’s problems are my very own I find that my opinions are respected at work I am satisfied with the way my pay In general, I am satisfied with my job | Ibrahim and Perez [55] and Usmami and Jamal [60] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Job Performance | Adequately completes assigned duties Tries to avoid creating problems for coworkers Meets formal performance requirements of the job Willingly helps others who have work related problems Striving hard as they can to be successful in their work | McCook [61] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Job Attitude | The feelings I express at work are my true feelings I feel free to be completely myself at work Among my peers, I’m always the first to arrive and the last to leave I work at my full capacity in all of my job duties I strive as hard as I can to be successful in my work | McCook [61] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Organizational Citizenship Behavior | Adjusted my work schedule to accommodate other employees’ request for time off Showed genuine concern and courtesy towards coworkers, even under the most trying situations Offered ideas to improve the functioning of the organization Expressed loyalty toward the organization Voluntarily do more than the job requires | Bukhari and Ali [62] | Seven-point Likert scale |
Variable | Items | Source | Measure |
---|---|---|---|
Undesirable Behavior | Come in late to work Called on sick when actually were not Left work for someone else to finish Lost temper while at work Neglected to respond to so-founders and stakeholders’ suggestions | Bukhari and Ali [62] | Seven-point Likert scale |
Factor | Items | Factor Loading * | t-Value | R2-Value |
---|---|---|---|---|
Psychological capital | Hope | 0.819 | 14.602 | 0.670 |
Resilience | 0.849 | 15.439 | 0.720 | |
Self-Efficacy | 0.796 | 14.295 | 0.634 | |
Optimism | 0.883 | ---- | 0.780 |
Factor | Items | Item-to-Total Correlations | Cronbach’s Alpha | CR | AVE |
---|---|---|---|---|---|
Psychological capital | Hope | 0.766 | 0.903 * | 0.885 | 0.701 |
Resilience | 0.794 | ||||
Self-Efficacy | 0.746 | ||||
Optimism | 0.821 |
Model | X2 | df | p | RMR | GFI | AGFI | NFI | CFI | IFI |
---|---|---|---|---|---|---|---|---|---|
Model 1 | 2.9 | 2 | 0.00 | 0.011 | 0.963 | 0.993 | 0.994 | 0.998 | 0.998 |
Factor | Items | Factor Loading a | t-Value | R2-Value |
---|---|---|---|---|
Antecedent factors of Psychological capital | Organizational Climate | 0.822 | 13.817 | 0.675 |
Organizational Justice | 0.900 | 15.692 | 0.809 | |
Leader-Member Exchange | 0.863 | 14.841 | 0.745 | |
Authentic Leadership | 0.824 | ---- | 0.679 | |
Occupational Stress | −0.381 | −5.461 | 0.145 |
Factor | Items | Item-to-Total Correlations | Cronbach’s Alpha | CR a | AVE |
---|---|---|---|---|---|
Antecedent factors of Psychological capital | Organizational Climate | 0.706 | 0.819 | 0.881 | 0.425 |
Organizational Justice | 0.776 | ||||
Leader-Member Exchange | 0.773 | ||||
Authentic Leadership | 0.686 | ||||
Occupational Stress | 0.110 |
Model | X2 | df | p | RMR | GFI | AGFI | NFI | CFI | IFI |
---|---|---|---|---|---|---|---|---|---|
Model 2 | 12.8 | 5 | 0.017 | 0.045 | 0.972 | 0.915 | 0.978 | 0.986 | 0.986 |
Factor | Items | Factor Loading a | t-Value | R2-Value |
---|---|---|---|---|
Consequence Factors of Psychological capital | Job Satisfaction | 0.770 | 0.594 | |
Job Performance | 0.823 | 11.636 | 0.678 | |
Job Attitude | 0.723 | 10.211 | 0.522 | |
Organizational Citizenship Behavior | 0.816 | 11.545 | 0.665 | |
Undesirable Behavior | 0.174 | 2.347 | 0.030 |
Factor | Items | Item-to-Total Correlations | Cronbach’s Alpha | CR a | AVE |
---|---|---|---|---|---|
Psychological capital to Consequence Factors | Job Satisfaction | 0.767 | 0.818 | 0.813 | 0.497 |
Job Performance | 0.669 | ||||
Job Attitude | 0.636 | ||||
Organizational Citizenship Behavior | 0.655 | ||||
Undesirable Behavior | 0.318 |
Model | X2 | df | p | RMR | GFI | AGFI | NFI | CFI | IFI |
---|---|---|---|---|---|---|---|---|---|
Model 3 | 44.73 | 5 | 0.00 | 0.096 | 0.927 | 0.782 | 0.896 | 0.906 | 0.905 |
Constructs | Mean | SD | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 |
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
1. Organizational Climate (FAA) | 5.186 | 1.181 | 1 | |||||||||||||
2. Organizational Justice (FAB) | 5.073 | 1.157 | 0.759 ** | 1 | ||||||||||||
3. Leader-Member Exchange (FAC) | 5.3 | 1.14 | 0.684 ** | 0.772 ** | 1 | |||||||||||
4. Authentic Leadership (FAD) | 5.109 | 1.382 | 0.665 ** | 0.723 ** | 0.752 ** | 1 | ||||||||||
5. Occupational Stress (FAE) | 3.697 | 1.428 | −0.371 ** | −0.368 ** | −0.283 ** | −0.273 ** | 1 | |||||||||
6. HopeFactors (FPSA) | 5.721 | 1.024 | 0.612 ** | 0.477 ** | 0.549 ** | 0.461 ** | −0.312 ** | 1 | ||||||||
7. ResilienceFactors (FPSB) | 5.586 | 0.891 | 0.349 ** | 0.312 ** | 0.339 ** | 0.308 ** | −0.052 | 0.717 ** | 1 | |||||||
8. EfficacyFactors (FPSC) | 5.665 | 1.018 | 0.432 ** | 0.331 ** | 0.368 ** | 0.289 ** | −0.246 ** | 0.635 ** | 0.664 ** | 1 | ||||||
9. Optimism (FPSD) | 5.901 | 1.01 | 0.499 ** | 0.374 ** | 0.434 ** | 0.377 ** | −0.233 ** | 0.715 ** | 0.742 ** | 0.722 ** | 1 | |||||
10. Job Satisfaction (FCA) | 5.182 | 1.331 | 0.768 ** | 0.743 ** | 0.655 ** | 0.68 *** | −0.424 ** | 0.557 ** | 0.317 ** | 0.43 ** | 0.452 ** | 1 | ||||
11. Job Performance (FCB) | 5.629 | 1.133 | 0.592 ** | 0.479 ** | 0.463 ** | 0.526 *** | −0.229 ** | 0.648 ** | 0.601 ** | 0.601 ** | 0.644 ** | 0.652 ** | 1 | |||
12. Job Attitude (FCC) | 4.749 | 1.344 | 0.576 ** | 0.453 ** | 0.47 ** | 0.443 ** | −0.222 ** | 0.505 ** | 0.371 ** | 0.418 ** | 0.454 ** | 0.646 ** | 0.509 ** | 1 | ||
13. Organizational Citizenship Behavior (FCD) | 5.524 | 1.05 | 0.551 ** | 0.355 ** | 0.463 ** | 0.387 ** | −0.171 * | 0.625 ** | 0.489 ** | 0.543 ** | 0.584 ** | 0.557 ** | 0.706 ** | 0.619 ** | 1 | |
14. Undesirable Behavior (FCE) | 3.147 | 1.59 | −0.097 | −0.118 | −0.141 * | −0.045 | 0.322 ** | −0.272 ** | −0.215 ** | −0.203 ** | −0.214 ** | −0.105 ** | −0.222 ** | −0.012 | −0.154 * | 1 |
© 2018 by the authors. Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (http://creativecommons.org/licenses/by/4.0/).
Share and Cite
Wang, Y.; Tsai, C.-H.; Tsai, F.-S.; Huang, W.; De la Cruz, S.M. Antecedent and Consequences of Psychological Capital of Entrepreneurs. Sustainability 2018, 10, 3717. https://doi.org/10.3390/su10103717
Wang Y, Tsai C-H, Tsai F-S, Huang W, De la Cruz SM. Antecedent and Consequences of Psychological Capital of Entrepreneurs. Sustainability. 2018; 10(10):3717. https://doi.org/10.3390/su10103717
Chicago/Turabian StyleWang, Yong, Cheng-Hung Tsai, Fu-Sheng Tsai, Wenyi Huang, and Shareena Malapitan De la Cruz. 2018. "Antecedent and Consequences of Psychological Capital of Entrepreneurs" Sustainability 10, no. 10: 3717. https://doi.org/10.3390/su10103717