Psychological capital, Big Five traits, and employee outcomes
Abstract
Purpose
The aim of this paper was to examine the incremental validity of positive psychological capital (PsyCap) in predicting several important employee outcomes while controlling for a full range of personality traits.
Design/methodology/approach
Using a cross-sectional field study design, the authors collected data from 373 employees in South Korea.
Findings
Hierarchical multiple regression analyses revealed that employees' PsyCap is related to their perceived performance, turnover intention, work happiness, and subjective well-being, even after controlling for the Big Five personality traits.
Research limitations/implications
By controlling for the Big Five traits, this study was able to evaluate the role of PsyCap more precisely. However, as the data were collected from the same source at one point in time, common method variance is a potential issue.
Practical implications
The findings suggest that managers need to focus on developing employees' PsyCap, given its unique effect on the outcome variables.
Social implications
By developing employees' PsyCap, organizations could turn work into a significant source of happiness and life satisfaction for their employees.
Originality/value
This study identified the broad and unique effect of PsyCap on work and life outcomes beyond personality traits.
Keywords
Citation
Choi, Y. and Lee, D. (2014), "Psychological capital, Big Five traits, and employee outcomes", Journal of Managerial Psychology, Vol. 29 No. 2, pp. 122-140. https://doi.org/10.1108/JMP-06-2012-0193
Publisher
:Emerald Group Publishing Limited
Copyright © 2014, Emerald Group Publishing Limited