scholarly journals The effects of positive psychological capital, learning goal orientation, articulating a vision on affective commitment to organizational change

2013 ◽  
Vol 26 (1) ◽  
pp. 1-25
Author(s):  
Jiseon Jang ◽  
JinKook Tak
Keyword(s):  
Organizational Change ◽  
Goal Orientation ◽  
Affective Commitment ◽  
Psychological Capital ◽  
Regression Analyses ◽  
Positive Psychological Capital ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Organizational Cynicism ◽  
Change Commitment

The purpose of this study was to examine the effects of positive psychological capital, learning goal orientation, and articulating a vision on affective commitment to organizational change. and the moderating effects of benefits of change and organizational cynicism on the relationships between these three variables and commitment of organizational change. Data were collected form 320 employees that have undergone organizational change during recent 1 year. After elimination of inadequate data, 297 data were obtained for statistical analysis. The results of hierarchial regression analyses showed that positive psychological capital and learning goal orientation positively predicted commitment to organizational change. Contrary to hypothesis, however, articulating a vision was negatively related to commitment to organizational change. Also the results of hierarchical regression analyses showed that benefits of change and organization cynicism moderated the relationship between positive psychological capital and affective organizational change commitment. Relationships between leaning goal orientation and affective organizational change commitment are moderated by benefits of change and organizational cynism. Contrary to hypotheses, however, when benefits of change is low and organizational cynicism is high, the relationships were stronger. Finally, implications and limitations of this study and the directions for future research were discussed on the basis of the results.

scholarly journals Psychological Empowerment: Antecedents From Goal Orientation and Consequences in Public Sector Employees

2018 ◽  
Vol 40 (2) ◽  
pp. 297-326 ◽  
Author(s):  
Beatriz García-Juan ◽  
Ana B. Escrig-Tena ◽  
Vicente Roca-Puig
Keyword(s):  
Public Sector ◽  
Goal Orientation ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Well Being ◽  
Performance Goal ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Public Sector Employees ◽  
Performance Goal Orientation

Recent research has encouraged the study of psychological empowerment in public organizations owing to its benefits for optimum service delivery and performance improvement in the public context. This study analyzes how learning goal orientation, prove-performance goal orientation, and avoid-performance goal orientation are related to psychological empowerment and how such empowerment influences well-being outcomes within the context of public employees. Analyses of data from 553 public-sector employees showed that only learning goal orientation strongly and positively influences psychological empowerment. Furthermore, the results support the positive and significant relationship between psychological empowerment and both job satisfaction and affective commitment and the negative link with job anxiety levels. Theoretical and practical implications, as well as future directions for the psychological empowerment issue, are discussed.

Learning Goal Orientation and Creativity: Role of Psychological Safety

2011 ◽  
Author(s):  
Warren C. K. Chiu ◽  
Humphrey Leung ◽  
Kaylee Kong ◽  
Cynthia Lee
Keyword(s):  
Goal Orientation ◽  
Psychological Safety ◽  
Learning Goal ◽  
Learning Goal Orientation

scholarly journals Supervisor Knowledge Sharing and Employee Knowledge Sharing: The Moderating Roles of Learning Goal Orientation and Affective Organizational Commitment

2021 ◽  
Vol 13 (8) ◽  
pp. 4176
Author(s):  
Seckyoung Loretta Kim
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Social Exchange ◽  
Positive Relationship ◽  
Affective Organizational Commitment ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
High Level ◽  
The Relationship

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

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