Edited By Yasin Cakirel
The volume provides a collection of research papers in the area of management and organization on a wide range of topics including job alienation, whistleblowing, responsible leadership, cyberloafing, job crafting, organizational trust and career satisfaction.
The Relationship Between Psychological Capital and Job Embeddedness: A Theoretical Approach
In today’s individual performance-oriented work environment, positive psychology has an important place to be able to consider the strengths, wellness, resiliency, and other positive characteristics of employees’ behaviors. As Diener (2000) and Peterson (2000) noted that emphasizing the individual’s positive sides and behaviors in workplaces by focusing on the strengths and positive outcomes is the aim of positive psychology to be able to develop wellness and personal life.
From this point of view, in recent years psychological capital which is positively related to individual performance and personal well-being has become an important tool for examining positive organizational behavior. On the other hand, the concept of job embeddedness, which expresses the wishes of the employees to stay at work, has emerged as a new subject in the literature. Factors that ensure employees do not leave their work have been tried to be identified for a long time by numerous researchers. The issue of job embeddedness has brought a different perspective for this situation. Although many studies have determined the antecedents of job embeddedness, there is no study examining the relationship between job embeddedness and psychological capital. This chapter aims to contribute to filling a gap in the field of organizational behavior by explaining the theoretical relationship between psychological capital and job embeddedness.
In the sections that follow, the concepts of psychological capital and job embeddedness are primarily explained with their components and dimensions. Afterward, the relationship between these two concepts is...
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