Psychological capital which is commonly known as (PsyCap) consists of efficacy, hope, optimism and resiliency. In this study, variables that are closely associated with work engagement are; hope optimism, efficacy, and resiliency. These values have empirically been demonstrated in the four articles in relation to employee and manager outcomes in organizations. In the Journal of Education for Business, two issues emerge; there are important implications for psychological capital in regards to business student development, success, and retention. Notably, a distinctive competency is represented by managers’ human capital. The second article about the relationship between hope, self-efficacy, eustress and life satisfaction among undergraduates provides helpful information on the wellness of students to college administrators. Basically, this article depicts that, self-efficacy and hope predict satisfaction of life which suggests that, increase in stress is significant to performance up to the most favorable level. Unlike the first article, this article represents positive outcome and response of eustress (Feather, 2004, p. 12).
‘Organization behavior studies both negative and positive effects of stress in the workplace’ this article suggests that, individuals who are very effective in business are normally under stress. However, it is of paramount importance to avoid a lot of stress. Stress is not meant to intimidate workers but to motivate them at an optimum level. In the article, ‘Having the will and finding the way: A review and meta-analysis of hope at work’, reservation with utility and validity such as hope are expressed. From the article, the overall corrected mean effect sizes between work performance, hope and the well-being of employees are determined. Although hope used as a current-day exhortation, it is among the constructs that are rooted in the academic field. In this field, hope is the ideal feeling that things get better. Ideally, the meta-analysis allows people to analyze the relationship between counter indicators, indicators, and hope. The fourth article; ‘Good morning, good day; A dairy study on hope, emotions, and work engagement, looks at the potential positive within-person relationships between work-related hope, emotions, and the dimensions of work engagement that take place every day such as, dedication, vigor, and absorption (Hoel, 2003, p. 5).
Hypothesis
Each article is distinct in a unique way. The four articles have given profound information that would assist organizations to thrive. To start with, they have dwelled on organization behavior which is significant in every organizational setting. From this study, there is a lot of information that would help organizations maintain their employees, creative a good working environment, and have smooth operations. Variables that are closely associated with work engagement are; hope optimism, efficacy, and resiliency. These values have empirically been demonstrated in the four articles in relation to employee and manager outcomes in organizations. In order to formulate a hypothesis, I have considered information from the four articles and evaluated the variables contained in each one of them. Self-efficacy and hope predict satisfaction of life which suggests that, increase in stress is significant to performance up to the most favorable level. Although hope used as a current-day exhortation, it is among the constructs that are rooted in the academic field. My hypothesis includes, gender, social underpinnings, and work engagement. From the analysis, it is worth noting that, self-efficacy and hope predict satisfaction of life which suggests that, increase in stress is significant to performance up to the most favorable level. The articles contain profound information about organizational performance such as, motivation among employees, and self-efficacy which are paramount in growth of an organization.
Articles related to this topic are:
http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=4009910&site=ehost-live
http://soc.sagepub.com/content/6/1/1.short
http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1496187
http://onlinelibrary.wiley.com/doi/10.1348/096317904322915928/abstract
References
Hoel, H., Einarsen, S., & Cooper, C. L. (2003). Organisational effects of bullying. Bullying and emotional abuse in the workplace: International perspectives in research and practice, 145-161.
Feather, N. T., & Rauter, K. A. (2004). Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values. Journal of occupational and organizational psychology, 77(1), 81-94.
