A4 Conference proceedings

Psychological Capital as a Driver for Engagement in Knowledge-Intensive Work


Publication Details

Authors: Toth Ilona, Heinänen Sanna, Kianto Aino

Publication year: 2021

Language: English

Related journal or series: Proceedings of the European conference on knowledge management

Title of parent publication: Proceedings of the 22nd European Conference on Knowledge Management ECKM 2021

eISBN: 978-1-914587-07-8

ISSN: 2048-8963

eISSN: 2048-898X

JUFO level of this publication: 0

Digital Object Identifier (DOI): http://dx.doi.org/10.34190/EKM.21.053

Open Access: Not an Open Access publication


Abstract

In response to a growing interest in maintaining sustainable competitive advantage in organizations by paying attention to the well-being of workers in a work life which is experiencing fundamental transformations, this paper builds and tests a research model on the role of psychological capital in three different forms of engagement at work. Engagement at work has been identified as one of the most significant drivers of successful work performance. This paper takes a wider perspective on engagement at work, arguing that also organization engagement and social engagement together with work engagement are important factors for employee well-being and performance in contemporary work society. Using a quantitative research design, data were collected from 396 highly specialized knowledge workers through anonymous questionnaires. Research hypotheses were tested with linear models. Analysis results indicate that all three forms of engagement are affected by psychological capital which consists of self-efficacy, resilience, hope, and optimism, but the effect of its individual dimensions is not the same for different forms of engagement at work. It is argued that paying more attention to personal resources, such as the dimensions of psychological capital, it is possible to increase awareness of how these malleable resources can assist in building sustainable competitive advantage in organizations through worker well-being.


Last updated on 2021-27-10 at 13:23