The Experts below are selected from a list of 309 Experts worldwide ranked by ideXlab platform
David P Lepak - One of the best experts on this subject based on the ideXlab platform.
-
sabotaging the benefits of our own human Capital Work unit characteristics and sleep
Journal of Applied Psychology, 2016Co-Authors: Christopher M Barnes, Kaifeng Jiang, David P LepakAbstract:: The strategic human Capital literature indicates the importance of human Capital to Work unit performance. However, we argue that human Capital only aids performance when it is translated into actions beneficial to the unit. We examine a set of common human Capital leveraging characteristics (including the use of extended shifts, night shifts, shift flexibility, norms for Work as a priority over sleep, and norms for constant connectivity) as factors that enhance the effect of human Capital on human Capital utilization. We also draw from the 2-process model of sleep regulation to examine how these characteristics undermine employee sleep, and thus weaken the link between human Capital and Work unit performance efficiency. Overall, we propose that human Capital leveraging strategies initially enhance the effect of human Capital on Work unit performance, but over time weaken the effect of human Capital on Work unit performance efficiency. Thus, strategies intended to enhance the beneficial effect of human Capital on Work unit performance can end up doing the opposite.
Johanna H Buitendach - One of the best experts on this subject based on the ideXlab platform.
-
Psychological Capital and Work behaviour–related outcomes among South African church ministers:
South African Journal of Psychology, 2017Co-Authors: Herbert Kanengoni, Christophe Nzitonda Ngarambe, Johanna H BuitendachAbstract:This cross-sectional study purposively sampled (n = 191) church ministers from all nine South African Provinces to investigate the relationship between psychological Capital, Work outcomes, and wel...
-
psychological Capital Work engagement and organisational commitment amongst call centre employees in south africa
Sa Journal of Industrial Psychology, 2013Co-Authors: Janet C Simons, Johanna H BuitendachAbstract:Orientation: The development of psychological Capital amongst call centre employees could have an impact on positive Work-related attitudes and behaviour; such as Work engagement and organisational commitment. Research purpose: The purpose of the research was to determine the relationship between psychological Capital, Work engagement and organisational commitment amongst call centre employees; and further, to determine whether psychological Capital and Work engagement hold predictive value for the organisational commitment of call centre employees. Motivation for the study: There is a gap in research in understanding and enabling positive resource capacities in highly stressful Work contexts such as call centres. Research design, approach and method: A cross-sectional survey design was used. A sample of 106 call centre employees from a South African organisation participated in the research. The measuring instruments included a demographic questionnaire, the Psychological Capital Questionnaire (PCQ), the Utrecht Work Engagement Scale (UWES) and the Organisational Commitment Questionnaire (OCQ). Main findings: Significant positive relationships were found between psychological Capital, Work engagement and organisational commitment. The results showed Work engagement as being the only significant predictor of organisational commitment. Practical/managerial implications: Call centre employers need to develop and implement Workplace interventions that would increase the psychological Capital of call centre employees. Contribution/value-add: The research findings will benefit both call centre employees and management. The study highlighted the importance of the role of optimism as a subdimension of psychological Capital in developing Work engagement and organisational commitment amongst call centre employees.
-
Psychological Capital, Work engagement and organisational commitment amongst call centre employees in South Africa : original research
Sa Journal of Industrial Psychology, 2013Co-Authors: Janet C Simons, Johanna H BuitendachAbstract:Orientation : The development of psychological Capital amongst call centre employees could have an impact on positive Work-related attitudes and behaviour; such as Work engagement and organisational commitment. Research purpose : The purpose of the research was to determine the relationship between psychological Capital, Work engagement and organisational commitment amongst call centre employees; and further, to determine whether psychological Capital and Work engagement hold predictive value for the organisational commitment of call centre employees. Motivation for the study : There is a gap in research in understanding and enabling positive resource capacities in highly stressful Work contexts such as call centres. Research design, approach and method : A cross-sectional survey design was used. A sample of 106 call centre employees from a South African organisation participated in the research. The measuring instruments included a demographic questionnaire, the Psychological Capital Questionnaire (PCQ), the Utrecht Work Engagement Scale (UWES) and the Organisational Commitment Questionnaire (OCQ). Main findings : Significant positive relationships were found between psychological Capital, Work engagement and organisational commitment. The results showed Work engagement as being the only significant predictor of organisational commitment. Practical/managerial implications : Call centre employers need to develop and implement Workplace interventions that would increase the psychological Capital of call centre employees. Contribution/value-add : The research findings will benefit both call centre employees and management. The study highlighted the importance of the role of optimism as a subdimension of psychological Capital in developing Work engagement and organisational commitment amongst call centre employees.
Maan Barua - One of the best experts on this subject based on the ideXlab platform.
-
animating Capital Work commodities circulation
Progress in Human Geography, 2019Co-Authors: Maan BaruaAbstract:Relations between nature and Capital have been a longstanding concern in the social sciences. Going beyond antinomies of posthumanist and political economic enquiry, this paper advances a set of re...
Jimmy Sadeli - One of the best experts on this subject based on the ideXlab platform.
-
Investigating the Effects of Psychological Capital on Turnover Intention
KnE Social Sciences, 2020Co-Authors: Erwin Rivaldi, Jimmy SadeliAbstract:A high level of employee turnover in the company might cause negativity in this company such as decreasing productivity and might take a toll on financial budget. Companies will strive to minimize the level of voluntary employee turnover where possible. PsyCap was explored in many researches related to turnover intention and was positively proven. This study aims to investigate the effects of Psychological Capital (PsyCap on employee turnover intention through three mediating variables. Quantitative methods were used, and this study extracted 257 samples from State-Owned Enterprises (BUMN) engaged in telecommunications in Indonesia. In order to better represent the company as a whole, stratified sampling was used. SPSS software was used to process the data with Process V 3.0 macro as an addition. The results of this study revealed positive & significant relationship of PsyCap towards mediating variables while significant & negative relationship between mediating variables and turnover intention. In addition, there is evidence of mediating effects of PsyCap towards turnover intention through job satisfaction, Work engagement and psychological well-being. Keywords: Psychological Capital, Work engagement, job satisfaction, psychological well-being, turnover intention
Christopher M Barnes - One of the best experts on this subject based on the ideXlab platform.
-
sabotaging the benefits of our own human Capital Work unit characteristics and sleep
Journal of Applied Psychology, 2016Co-Authors: Christopher M Barnes, Kaifeng Jiang, David P LepakAbstract:: The strategic human Capital literature indicates the importance of human Capital to Work unit performance. However, we argue that human Capital only aids performance when it is translated into actions beneficial to the unit. We examine a set of common human Capital leveraging characteristics (including the use of extended shifts, night shifts, shift flexibility, norms for Work as a priority over sleep, and norms for constant connectivity) as factors that enhance the effect of human Capital on human Capital utilization. We also draw from the 2-process model of sleep regulation to examine how these characteristics undermine employee sleep, and thus weaken the link between human Capital and Work unit performance efficiency. Overall, we propose that human Capital leveraging strategies initially enhance the effect of human Capital on Work unit performance, but over time weaken the effect of human Capital on Work unit performance efficiency. Thus, strategies intended to enhance the beneficial effect of human Capital on Work unit performance can end up doing the opposite.
