The effect of psychological capital on performance through the role of career engagement

Evidence from Indonesian public organizations

Bibliographic Data

ID22112012
AuthorsDaswati Daswati (0000-0003-1085-7502, Tadulako University, corresponding author), Hillman Wirawan (0000-0002-0160-3108, Deakin University), Syahruddin Hattab (0000-0001-7277-8899, Hasanuddin University), Rudi Salam (0000-0003-1927-9438, University of Brawijaya), Ahmad Syarief Iskandar (0000-0002-5415-4764, Institut Agama Islam Negeri Bengkulu)
Year2022
Volume8
Issue1
Publication date2022-12-31
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueCogent Social Sciences (JOURNAL)
Journal identifiersISSN: 2331-1886 • E-ISSN: 2331-1886
PublisherInforma UK Limited (PUBLISHER • GB)
DOI10.1080/23311886.2021.2012971
OpenAlexW4200147712
LanguageEN
Citations received5
References cited97

This study aims at investigating the effect of Psychological Capital (PsyCap) on employees’ career engagement and performance in public service organisations in Indonesia. Using the Jobs Demands-Resources (JD-R) model, this study also examines the indirect effect of PsyCap on performance through the mediating role of career engagement. Participants were full-time employees from various public service organizations in Indonesia (e.g., schools). The study was advertised mainly via alumni network groups. After a three-phase data collection, 265 participants fully completed the study. The data were collected using Psychological Capital Questionnaire (PCQ), Career Engagement Scale (CES), and Individual Performance Scale (IPS) and analyzed using a Structural Equation Modeling (SEM) technique. This study found the positive effect of PsyCap on employees’ career engagement and performance. Career engagement positively mediated the indirect effect of PsyCap on employees’ performance. Drawing from the JD-R model and the work engagement perspective, this study postulated that PsyCap provided significant personal resources to help employees cope with demanding career-related activities. While employees engaged in career advancement activities, they also improved their performance. PsyCap provided the employees with psychological resources (e.g., self-efficacy) which were fruitful for their career engagement and performance. Career engagement, on the other hand, helped facilitate the effect of PsyCap on performance. This study is among a few studies that focus on investigating career engagement in public organizations. Discussion, implications, and future research directions are included

Political science · Public engagement · Public relations · Structural equation modeling · Work engagement · Applied Psychology · Job Satisfaction and Organizational Behavior · Psychological and Temporal Perspectives Research · Psychological Well-being and Life Satisfaction · Psychology · Social Psychology

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Open DOIOpen Access