Why is hospitality employees’ psychological capital important? The effects of psychological capital on work engagement and employee morale

By S. Paek, Markus Schuckert, T. Kim, Gyehee Lee. 2015

324 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/14178e49741a55929cbb3919009ffb554fee7d32

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Anastasia Ozturk
2. Osman M. Karatepe
3. Heerae Kang
4. J. Busser
5. M. Bouzari
6. G. Castaño
7. Yongzhan Li
8. Yongxin Li

In Social Psychology

1. J. Busser
2. Heerae Kang
3. M. Bouzari
4. Anastasia Ozturk
5. Osman M. Karatepe
6. G. Castaño
7. Yongzhan Li
8. Yongxin Li

Citations in the corpus

• Why resilient workers perform better: The roles of job satisfaction and work engagement (2018, unknown): “…capital (a core factor consisting of hope, efficacy, optimism, and resilience), and numerous studies have provided evidence that work engagement is an outcome of these psychological resources (e.g., Avey, Wernsing, & Luthans, 2008; Paek, Schuckert, Kim, & Lee, 2015; Sweetman & Luthans, 2010).”
• Linking leadership styles to work engagement: The role of psychological capital among Chinese knowledge workers (2018, methodology): “2 Psychological Capital and work engagement Consistent with the previous research (Datu and Valdez, 2016; Ji, 2016; Paeka et al., 2015), the present study found that knowledge workers’ psychological capital positively predicted their work engagement.”
• Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy (2018, background): “, 2012), extra-role performance (Karatepe, 2013b), job satisfaction, affective organizational commitment (Paek et al., 2015), and extra-role customer service (Karatepe, 2011, 2013b).”
• Test of a mediation model of psychological capital among hotel salespeople (2017, background): “Second, empirical research appertaining to the outcomes of PsyCap in the extant hospitality knowledge is sparse (Paek et al., 2015).”
• Frontline hotel employees’ psychological capital, trust in organization, and their effects on nonattendance intentions, absenteeism, and creative performance (2018, result): “Consistent with other studies (Chen & Lim, 2012; Karatepe & Karadas, 2015; Paek et al., 2015), these items were dropped from confirmatory factor analysis.”