The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors

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Job insecurity and work outcomes: The role of psychological contract breach and positive psychological capital (2017, background): “Concerning undesirable behaviours, there is limited empirical evidence about PsyCap’s impact on deviant behaviours (Norman et al., 2010).”
Psychological capital: A review and synthesis (2014, background): “For example, a positive association has been found between PsyCap and extra-role behaviors, such as organizational citizenship behaviors (OCBs) (Avey, Hughes, et al., 2008; Gooty et al., 2009; Norman et al., 2010).”
Employee Resilience and OCB: Mediating Effects of Organizational Commitment (2016, background): “Norman et al., (2010), while investigating the potential moderators in the relationship between resilience (as part of psychological capital) and OCB, have called for researches aimed at examining mediators in the stated relationship in order to extend the understanding of how emerging positive cons”
Impact of psychological capital on organizational citizenship behavior: Moderating role of emotional intelligence (2016, background): “Psychological capital and OCB Support and sustenance of an organization is dependent on various forms of capital like economic, human, and social capital. Economic capital refers to tangible assets, human capital speaks about people resources engaged in a business system whereas, social capital comp”