The Impact of Psychological Capital on Work Engagement, Affective Organizational Commitment and Burnout

Abstract

The purpose of this research is to examine the relationship of a Psychological Capital (PsyCap) which is comprised of four positive psychological dimensions including hope, resilience, self-efficacy and optimism on work engagement, affective organizational commitment and burnout and check whether work engagement plays the mediating role between the other three variables (psychological capital, affective organizational commitment, burnout) amongst bank employees of Lahore, Pakistan. There is a research gap in validating and qualifying the positive capacities in such a demanding surrounding i.e banking sectors. Globally, this concept (psychological capital) is captivating a considerable amount of interest to get restrained from burnout, escalating employees work engagement and affective organizational commitment. Work engagement and burnout play a significant role in today’s organizations as they result in positive and negative outcomes. Whether work engagement is high activation and identification and burnout is low activation and high turnover. Affective organization commitment is the affection of an employee with organization. Data has been gathered from four banks including two government and two private sectors through structured questionnaires of 300 sample size. Basic descriptive statistics, partial least square regression analysis and factor based PLS-TYPE CFM1 (common factor model) executed to associate the relationship between the given variables under current study.