Ge emias, Rosa Lu e e; Lopes, Miguel Pe ei a; So omayo , Ana Ma ia
A icle
Linking psychological capi al o o ganiza ional
commi men : The mode a ing ole o pe cei ed a e si e
leade ship o employees in Angola
Adminis a i e Sciences
P o ided in Coope a ion wi h:
MDPI – Mul idisciplina y Digi al Publishing Ins i u e, Basel
Sugges ed Ci a ion: Ge emias, Rosa Lu e e; Lopes, Miguel Pe ei a; So omayo , Ana Ma ia (2024) :
Linking psychological capi al o o ganiza ional commi men : The mode a ing ole o pe cei ed
a e si e leade ship o employees in Angola, Adminis a i e Sciences, ISSN 2076-3387, MDPI, Basel,
Vol. 14, Iss. 8, pp. 1-17,
h ps://doi.o g/10.3390/admsci14080177
This Ve sion is a ailable a :
h ps://hdl.handle.ne /10419/320991
S anda d-Nu zungsbedingungen:
Die Dokumen e au EconS o dü en zu eigenen wissenscha lichen
Zwecken und zum P i a geb auch gespeiche und kopie we den.
Sie dü en die Dokumen e nich ü ö en liche ode komme zielle
Zwecke e iel äl igen, ö en lich auss ellen, ö en lich zugänglich
machen, e eiben ode ande wei ig nu zen.
So e n die Ve asse die Dokumen e un e Open-Con en -Lizenzen
(insbesonde e CC-Lizenzen) zu Ve ügung ges ell haben soll en,
gel en abweichend on diesen Nu zungsbedingungen die in de do
genann en Lizenz gewäh en Nu zungs ech e.
Te ms o use:
Documen s in EconS o may be sa ed and copied o you pe sonal
and schola ly pu poses.
You a e no o copy documen s o public o comme cial pu poses, o
exhibi he documen s publicly, o make hem publicly a ailable on he
in e ne , o o dis ibu e o o he wise use he documen s in public.
I he documen s ha e been made a ailable unde an Open Con en
Licence (especially C ea i e Commons Licences), you may exe cise
u he usage igh s as speci ied in he indica ed licence.
h ps://c ea i ecommons.o g/licenses/by/4.0/
Ci a ion: Ge emias, Rosa Lu e e,
Miguel Pe ei a Lopes, and Ana Ma ia
So omayo . 2024. Linking
Psychological Capi al o
O ganiza ional Commi men : The
Mode a ing Role o Pe cei ed
A e si e Leade ship o Employees in
Angola. Adminis a i e Sciences 14:
177. h ps://doi.o g/10.3390/
admsci14080177
Recei ed: 17 July 2024
Re ised: 12 Augus 2024
Accep ed: 13 Augus 2024
Published: 15 Augus 2024
Copy igh : © 2024 by he au ho s.
Licensee MDPI, Basel, Swi ze land.
This a icle is an open access a icle
dis ibu ed unde he e ms and
condi ions o he C ea i e Commons
A ibu ion (CC BY) license (h ps://
c ea i ecommons.o g/licenses/by/
4.0/).
adminis a i e
sciences
A icle
Linking Psychological Capi al o O ganiza ional Commi men :
The Mode a ing Role o Pe cei ed A e si e Leade ship o
Employees in Angola
Rosa Lu e e Ge emias 1,2,* , Miguel Pe ei a Lopes 3,4 and Ana Ma ia So omayo 1,5
1Lisbon Accoun ing and Business School, Ins i u o Poli écnico de Lisboa, 1069-035 Lisbon, Po ugal;
[email p o ec ed]
2Cen o de Adminis ação e Polí icas Públicas, Uni e si y o Lisbon, 1300-663 Lisboa, Po ugal
3Highe Ins i u e o Social and Poli ical Sciences, Uni e si y o Lisbon, 1300-663 Lisbon, Po ugal;
[email p o ec ed]
4Resea ch Cen e o An h opology and Heal h (CIAS), Uni e si y o Coimb a, 3000-456 Coimb a, Po ugal
5Ins i u o Ju ídico Po ucalense, Uni e sidade Po ucalense, 4200-072 Po o, Po ugal
*Co espondence: lu e ege [email p o ec ed]
Abs ac : O ganiza ional commi men is an indica o o o ganiza ional pe o mance, ega ding he
a ainmen o compe i i e ad an ages. Knowing he ac o s ha p omo e o inhibi o ganiza ional
commi men ills a gap in he li e a u e in he a ea o a e si e leade ship in Angola and ein o ces he
ole o manage s in p omo ing employees’ o ganiza ional commi men . This s udy aimed o analyze
he mode a ing ole o pe cei ed a e si e leade ship in he ela ionship be ween psychological capi al
and o ganiza ional commi men . Al hough ecen s udies ha e indica ed he nega i e e ec s o a e -
si e leade ship on o ganiza ional ou comes, he ole o pe cei ed a e si e leade ship on employees’
o ganiza ional commi men has no been es ed. To his end, we applied a sel - epo ques ionnai e
om 335 employees om di e en sec o s o ac i i y in Angola o examine his ela ionship. To
analyze he esul s o he s udy, we used s uc u al equa ion modeling. The esul s showed ha
he ele ance o psychological capi al in o ganiza ional commi men is highligh ed when pe cei ed
a e si e leade ship is low. On he o he hand, when pe cei ed a e si e leade ship is high, employees
will exhibi lowe le els o o ganiza ional commi men . This s udy may in luence he adop ion o
mo e sophis ica ed leade ship selec ion echniques, based on beha io al and si ua ional in e iews,
o ensu e ha p o essionals wi h a e si e beha io s canno hold posi ions o esponsibili y.
Keywo ds: psychological capi al; pe cei ed a e si e leade ship; a ec i e commi men ; no ma i e
commi men ; con inuance commi men ; Angola
1. In oduc ion
In he cu en en i onmen ull o changes and unce ain ies, companies should
conside hei employees as aluable asse s (Koç e al. 2022;´
Culib k e al. 2018). Recen ly,
di e en esea che s ha e paid g ea a en ion o he a iables ha a ec o ganiza ional
esul s (Fa ukh e al. 2017;Meye e al. 2012). Acco ding o Shahid and Azha (2013),
employee commi men is a c ucial indica o o o ganiza ional pe o mance, conside ing
ha high o ganiza ional commi men con ibu es o achie ing compe i i e ad an ages.
The e o e, iden i ying he le el o employee commi men is a key poin o imp o ing
o ganiza ional esul s (He e a and De Las He as-Rosas 2021;A age e al. 2022).
O ganiza ional commi men is a c i ical ac o in imp o ing o ganiza ional pe o -
mance, as i posi i ely in luences employee beha io , especially when he company has
di icul ies p o iding ex insic ewa ds adjus ed o he needs o i s employees (O oo 2022).
Fo Mujaja i e al. (2024), in he A ican con inen companies ha e aced g ea di icul ies in
p omo ing he commi men o hei employees due o he lack o s imula ing o ganiza ional
Adm. Sci. 2024,14, 177. h ps://doi.o g/10.3390/admsci14080177 h ps://www.mdpi.com/jou nal/admsci
Adm. Sci. 2024,14, 177 2 o 17
en i onmen s combined wi h he inancial p oblems o hese companies. Mo eo e , s udies
un in he A ican en i onmen e idence he weaknesses in he o ganiza ion o wo k ha
ha e led o job dissa is ac ion and a low le el o o ganiza ional commi men (Obedgiu
e al. 2017). Angola is one o he A ican coun ies whe e employees ha e shown low
o ganiza ional commi men (Ge emias e al. 2024).
Achie ing o ganiza ional goals e en in challenging and unce ain en i onmen s e-
qui es commi ed employees who can ul ill hei esponsibili ies (Imamoglu e al. 2019).
The e o e, employees wi h high o ganiza ional commi men end o ha e high job sa is-
ac ion, low in en ions o lea e and educed s ess le els (Ahmad 2018). Acco ding o Lin
e al. (2024), s udies on o ganiza ional commi men essen ially ocused on analyzing he
le el o employees’ commi men in di e en sec o s o ac i i y and e i ying he implica-
ions o a low le el o commi men in inc easing u no e and bu nou a es. The e o e,
psychological capi al (PsyCap) can be an impo an p edic o o employees’ o ganiza ional
commi men , as i allows a mo e comp ehensi e unde s anding o le els o o ganiza ional
commi men in di e en con ex s (Ge emias e al. 2024;Huynh and Hua 2020).
Fo Lu hans and Yousse -Mo gan (2017), psychological capi al is a second-o de
cons uc composed o ou subdimensions: sel -e icacy, hope, op imism and esilience.
F om his pe spec i e, psychological capi al has been b oadly de ined as s a e-like posi i e
o ganiza ional beha io which aims o imp o e o ganiza ional pe o mance (Lu hans and
B oad 2022;Dawkins e al. 2018;Mad id e al. 2017). On he o he hand, o ganiza ional
commi men allows employees o o e come di e en ba ie s o achie ing success; howe e ,
o his p ocess o happen hey should de elop ce ain psychological capabili ies (Lu hans
e al. 2007,2014;A ey e al. 2011).
In he A ican con ex , he e ha e only been a ew a emp s o un s udies ha would
analyze he ela ionship be ween psychological capi al and he o ganiza ional commi men
o employees in di e en sec o s o ac i i y. Despi e his, he e is e idence o he in luence
o psychological capi al on he a ec i e commi men o heal hca e p o essionals in Angola
(Ge emias e al. 2024). The e o e, i is c ucial o analyze he ela ionship be ween psycho-
logical capi al and he o ganiza ional commi men o di e en employees in Angola, as i
will allow us o in es iga e de iciencies in ob aining posi i e o ganiza ional esul s, which
ha e been epo ed in p e ious s udies (e.g., Cunha e al. 2019).
Fo Bilgen and Elçi (2022), leade ship is one o he mos ex ensi ely analyzed con-
cep s, due o i s impac on achie ing esul s in he o ganiza ional ield. Howe e , mos
s udies on leade ship in o ganiza ions ha e analyzed he posi i e e ec s o leade ship
on ollowe s, igno ing he da k side o leade ship (Al esson and Einola 2019;Wisse and
Sleebos 2016). Despi e ha , we iden i ied s udies epo ed in he li e a u e on he da k
side o leade ship indica ing ha abusi e supe ision was he mos s udied, ollowed by
close moni o ing and na cissis ic leade ship (Meh aein e al. 2023). The e o e, we decided
o shed some ligh on ollowe s’ pe cep ions o a e si e leade ship, as i is a cons uc
on he da k side o leade ship ha has ecei ed li le heo e ical and empi ical a en ion
(Tho oughgood e al. 2018).
A e si e leade ship has been conside ed as leade ship beha io based on exe cising
coe ci e powe , such as h ea s, ep imands and in imida ion (Pea ce and Sims 2002). I is
a gued ha high pe cep ions o a e si e leade ship ha e nega i ely a ec ed o ganiza ional
ou comes, including employee commi men (Bligh e al. 2007). In con as , he e ec s
o low employee pe cep ion o a e si e leade ship on o ganiza ional ou comes such as
commi men a e s ill o be es ed. Based on hese allega ions, di e en esea che s ha e
highligh ed he s ong need o analyze he e ec s o da k leade ship s yles on o ganiza ional
esul s in di e en con ex s (Schmid e al. 2018;Shahid and Azha 2013).
Recen ly, a s udy by Fa ima e al. (2018) sugges ed u he esea ch o analyze he
e ec s o a e si e leade ship on o ganiza ional esul s. Al hough he e is no clea e idence
o s udies ha ha e analyzed employees’ pe cep ions o a e si e leade ship in he A ican
con ex , we no e ha he e has been inc eased in e es in analyzing he ela ionship be ween
psychological capi al and o ganiza ional commi men (Ge emias e al. 2024). The e o e, his
Adm. Sci. 2024,14, 177 3 o 17
s udy aims o analyze he mode a ing ole o pe cei ed a e si e leade ship in he ela ion-
ship be ween psychological capi al and o ganiza ional commi men . Thus, i is expec ed
ha psychological capi al will exe a s onge in luence on o ganiza ional commi men o
a low pe cei ed a e si e leade ship.
By es ing he mode a ing ole o pe cei ed a e si e leade ship in he ela ionship be-
ween psychological capi al and o ganiza ional commi men , he p esen s udy con ibu es
o imp o ing heo e ical and p ac ical unde s anding o he e ec s o he da k side o
leade ship on employees’ esul s. We u he a gue ha his s udy may ha e ele an heo-
e ical and p ac ical implica ions o imp o ing employees’ o ganiza ional commi men in
he A ican en i onmen . The p esen s udy also p esen s con ibu ions o he p ac ice o
leade ship by inc easing manage s’ awa eness o he ele ance o hei ac ions o inc ease
employees’ o ganiza ional commi men .
The emaining pa o his a icle is s uc u ed as ollows. Fi s , we p esen he
de ini ions o he main a iables unde s udy, namely psychological capi al, o ganiza ional
commi men and pe cei ed a e si e leade ship, ollowed by he hypo heses delinea ions.
Second, we p esen he me hodological p ocedu es and he main esul s o he hypo hesis
es ing. Thi d, we p esen and discuss he main esul s and ou line he heo e ical and
p ac ical implica ions o he s udy. Finally, we p esen he concluding ema ks.
2. Li e a u e Re iew and Hypo heses
2.1. Psychological Capi al
Psychological capi al (PsyCap) is a highe -o de cons uc included in he Posi i e
O ganiza ional Beha io (POB) amewo k, which has been iden i ied as a posi i e psy-
chological s a e o indi idual de elopmen composed o he psychological capabili ies o
sel -e icacy, hope, esilience and op imism (A ey 2014;Lu hans e al. 2007). Acco ding o
Dawkins e al. (2013), psychological capi al is based on ou psychological capabili ies o
hope, sel -e icacy, esilience and op imism, and hei posi i e impac on di e en desi able
esul s in he o ganiza ional en i onmen . The e o e, he in e ac ion o hese ou psycho-
logical capabili ies c ea es a syne gis ic mo i a ional e ec ha allows achie ing success in
he o ganiza ional en i onmen (Huang and Lu hans 2014;Russo and S oyko a 2015).
Sel -e icacy e e s o indi idual con idence ha allows he mobiliza ion o cogni i e
esou ces o achie e high pe o mance in challenging asks (Newman e al. 2014;Liao and
Liu 2016). Hope consis s o he sense o agency ha indi iduals a e mo i a ed o achie e
success and ha e di ec ional plans in de ining al e na i e pa hs o achie e success (Snyde
e al. 2002;A ey 2014). Op imism consis s o os e ing posi i e expec a ions o achie e
success (Da u e al. 2016;Lu hans e al. 2006). Resilience is he psychological capabili y ha
allows an indi idual o ace o adjus posi i ely o obs acles and unce ain ies (Lu hans
e al. 2018;Ge emias e al. 2021).
Fo Lu hans and Yousse -Mo gan (2017), he e is almos a consensus in p e ious
s udies on he concep ualiza ion o psychological capi al as a highe -o de cons uc com-
posed o he ou dimensions o sel -e icacy, hope, esilience and op imism. Howe e , in
ecen yea s, he e has been a discussion abou he inclusion in he psychological capi al
amewo k o o he nomological cons uc s such as o gi eness, g a i ude, humo and
well-being (Nolzen 2018;Da u e al. 2016). Fo Dawkins e al. (2013), including addi ional
cons uc s in he psychological capi al amewo k needs o be accompanied by a obus
heo e ical ounda ion; o he wise, i may lead o con usion abou he concep ualiza ion o
he cons uc .
P e ious s udies ha e shown a posi i e ela ionship be ween psychological capi al
and well-being (e.g., Yousse -Mo gan and Lu hans 2015), wo k engagemen and job pe -
o mance (e.g., Alessand i e al. 2018), inno a ion (e.g., Hu e al. 2023) and employee
c ea i i y (e.g., Yu e al. 2019). On he o he hand, psychological capi al may neu alize
ce ain undesi able beha io s, namely u no e in en ion (e.g., Zamb ano-Chumo and
Gue a a 2024), s ess and job insecu i y (e.g., Pa naik e al. 2022) and abusi e supe ision
(e.g., Li e al. 2016). Howe e , he ela ionship be ween psychological capi al and he
Adm. Sci. 2024,14, 177 4 o 17
o ganiza ional commi men o employees om di e en sec o s o ac i i y in Angola s ill
needs o be es ed.
2.2. O ganiza ional Commi men
S udies on o ganiza ional commi men ha e gained new momen um in he ecen
yea s, due o he need o o ganiza ions o hi e employees who iden i y wi h hei alues,
p inciples and objec i es (Ga cía-C uz and Valle-Cab e a 2021;Ahmad 2018). Acco ding o
T an (2024), he s udy o o ganiza ional commi men allows o ganiza ions o analyze he
employee’s in en ion o main ain hei employmen ela ionship, as well as he na u e o his
employmen ela ionship. The e o e, o ganiza ional commi men has been concep ualized
in he li e a u e as a psychological bond ha main ains he ela ionship be ween he
employee and he o ganiza ion (A age e al. 2022;He e a and De Las He as-Rosas 2021).
Meye and Allen (1991) highligh ed ha he e seems o be a consensus ega ding
he concep ualiza ion o o ganiza ional commi men , which consis s o h ee undamen al
aspec s: (1) he employee’s pe manence in he o ganiza ion due o an emo ional connec ion;
(2) he employee’s connec ion o he o ganiza ion mo i a ed by a eeling o obliga ion; and
(3) employee e en ion due o pe cei ed high cos s associa ed wi h lea ing he o ganiza ion.
Fo Meye , Becke and Vandenbe ghe (Meye e al. 2004), he concep ualiza ion o o ga-
niza ional commi men should be based on a h ee-componen model ha encompasses
a ec i e commi men , no ma i e commi men and con inuance commi men .
O ganiza ional commi men cons i u ed by he h ee-componen model is highligh ed
as he ela i e s eng h ha allows he employee o iden i y wi h he o ganiza ion’s ob-
jec i es, policies and alues (Choi e al. 2015;Mo ei a e al. 2024). Al hough di e en
s udies ha e poin ed ou laws ela ed o he consis ency in he empi ical esul s o he
o ganiza ional commi men h ee-componen model, he use o his model con inues o be
dominan in empi ical s udies in di e en con ex s (Ng 2015;Imamoglu e al. 2019). The e-
o e, di e en empi ical s udies ha e emphasized ha o ganiza ional commi men is based
on a h ee-componen model consis ing o a ec i e commi men , no ma i e commi men
and con inuance commi men (Solinge e al. 2008).
A ec i e commi men is a psychological s a e ha allows an emo ional connec ion
be ween he employee and his o ganiza ion; he e o e, he employee’s emaining in he
o ganiza ion p esupposes iden i ica ion wi h he o ganiza ion’s objec i es and alues
(Meye and He sco i ch 2001;Mo ei a e al. 2024;Sil a e al. 2022). No ma i e commi men
p esupposes ha he employee emains a ached o he o ganiza ion due o a eeling o
mo al du y o mo al p essu e (A sha i and Gibson 2016). On he o he hand, con inuance
commi men implies ha he employee emains in he o ganiza ion when he e a e high
cos s associa ed wi h lea ing he o ganiza ion, o when he employee has no al e na i e
op ions o he o ganiza ion (Meye e al. 2004).
In he A ican con ex , p e ious s udies ha e shown a posi i e ela ionship be ween o -
ganiza ional commi men and esilience (e.g., Mujaja i e al. 2024), job secu i y (e.g., Maleka
e al. 2019), pe o mance (e.g., Naidoo and Go ende 2022), ansac ional and laissez- ai e
leade ship s yles (e.g., Donko and Zhou 2020), pe cei ed ans o ma ional leade ship (e.g.,
Ge emias e al. 2024) and ex insic and in insic mo i a ion (e.g., Inegbedion 2022). On
he o he hand, di e en au ho s ha e highligh ed ha o ganiza ional commi men may
con ibu e o discou aging nega i e esul s, such as in en o u no e (Ramalho Luz e al.
2018;Te eh e al. 2020) and bu nou (e.g., Dubale e al. 2019). Howe e , li le is known
abou he employee’s le el o o ganiza ional commi men in Angola.
2.3. Pe cei ed A e si e Leade ship
Pea ce and Sims (2002) concep ualized a e si e leade ship as coe ci e powe man-
i es ed h ough in imida ion, h ea s and cons an abuse o powe . Fo Tho oughgood,
Hun e and Sawye (Tho oughgood e al. 2011), he leade is pe cei ed as a e si e when
he is pa o a “ oxic iangle” based on in imida ion, inadequa e sel -es eem and he incli-
na ion owa ds abusi e supe ision when exe cising powe . Al hough a e si e leade ship
Adm. Sci. 2024,14, 177 5 o 17
and abusi e supe ision sha e common beha io s, i is impo an o no e ha he e a e
di e ences ela ed o he leade ’s in en ion and he equency o eso ing o nega i e
beha io , e bally and non- e bally (Fa ima e al. 2018).
Acco ding o Schyns and Schilling (2013), he dis inc ion be ween abusi e supe ision
and a e si e leade ship consis s o he in ol emen o abusi e supe ision in epea ed
hos ile beha io s, e bal and non- e bal o ms, such as public idicule, bu excludes
physical con ac , while a e si e leade ship includes es ic i e p ac ices such as h ea s,
in imida ion and ep imands (Bligh e al. 2007). Fo Zhao (2018) he a e si e leade
cons an ly eso s o h ea s and in imida ion o achie e beha io s and esul s acco ding o
hei con enience. Among he in imida ion s a egies used by a e si e leade s a e cons an
shou ing o ep imand undesi able beha io and he use o ulga language o h ea en
hei ollowe s (Tho oughgood e al. 2018).
A e si e leade ship has been in eg a ed in o da k leade ship s yles due o i s nega i e
impac on o ganiza ional ou comes, such as inc eased emo ional exhaus ion, o ganiza ional
de iance, job s ess and u no e in en ion (Fa ima e al. 2018;Pea ce and Sims 2002). Fo
Schyns and Schilling (2013), he di e ences be ween he da k side o leade ship s yles a e
essen ially ela ed o he pe cep ion o ollowe s, he leade ’s in en ion and he leade ’s
p opensi y o eso o nega i e beha io s e bally and non- e bally. The e o e, s udies on
he da k side o leade ship include a e si e leade ship, abusi e supe ision, des uc i e
leade ship, despo ic leade ship, na cissis ic leade ship and y anny (Meh aein e al. 2023;
Bligh e al. 2007).
O e he yea s, di e en esea che s ha e analyzed he dis inc i e cha ac e is ics o
a e si e leade ship compa ed o o he leade ship s yles wi h he same nega i e conno a ion
(Saeed e al. 2017;Sims e al. 2009;Tho oughgood e al. 2011). Fo Fa ima, Majeed and Shah
(Fa ima e al. 2018), he dis inc i e cha ac e is ics o a e si e leade ship a e ela ed o he
inclina ion owa ds e bal ep imand and he adop ion o puni i e measu es o ollowe s.
In he o he leade ship s yles ha in eg a e he da k side o leade ship, especially abusi e
supe ision, despo ic leade ship and y anny, leade s a e mo e ole an in ealizing hei
sel ish in e es s (Bligh e al. 2007).
2.4. Psychological Capi al and O ganiza ional Commi men
Psychological capi al has been conside ed a d i ing o ce ha allows employees o
implemen changes and o e come challenges o achie e o ganiza ional success (Shah e al.
2023;Alessand i e al. 2018). The posi i e ela ionship be ween psychological capi al and
o ganiza ional commi men has been iden i ied in he li e a u e in di e en p e ious s udies
(Sahoo and Sia 2015;Ribei o e al. 2021). Fo example, Owais, Khan and Khan (Owais e al.
2023) pe o med a s udy wi h 335 p o esso s om se en public uni e si ies in Pakis an
using a simple andom sampling echnique, and he indings demons a ed a posi i e and
signi ican ela ionship be ween psychological capi al and o ganiza ional commi men .
In he A ican con ex , an empi ical s udy using a c oss-sec ional esea ch design wi h
a sample o 106 call cen e employees om a Sou h A ican o ganiza ion can be highligh ed,
demons a ing a signi ican posi i e ela ionship be ween psychological capi al and he
h ee componen s o commi men o ganiza ional commi men , namely: a ec i e com-
mi men , no ma i e commi men and con inuance commi men (Simons and Bui endach
2013). Howe e , a s udy pe o med in Angola wi h a sample o 342 heal hca e employees
only ound e idence o a posi i e ela ionship be ween psychological capi al and wo
dimensions o o ganiza ional commi men : a ec i e and no ma i e (Ge emias e al. 2024).
Acco ding o Lu hans and Yousse -Mo gan (2017), a high le el o psychological capi al may
con ibu e o g ea e employee o ganiza ional commi men .
When looking a he ela ionship be ween psychological capi al and o ganiza ional
commi men , and conside ing he app oach o Sahoo and Sia (2015), i appea s ha psycho-
logical capi al ends o con ibu e o inc easing he le el o o ganiza ional commi men o
employees, which could poin o an undispu ed posi i e ela ionship be ween psychologi-
cal capi al and all dimensions o o ganiza ional commi men . Howe e , when e iewing
Adm. Sci. 2024,14, 177 6 o 17
he s udies ha men ion he ela ionship be ween psychological capi al and o ganiza ional
commi men , we ound ha hey did no conside he pe cep ion o employees om di e -
en sec o s o ac i i y. Fo his eason, we belie e ha a s udy ha includes a sample o
employees om di e en sec o s o ac i i y may be ele an o p esen obus e idence on
he ela ionship be ween psychological capi al and o ganiza ional commi men . As such,
we o mula ed he ollowing hypo heses:
H1. Psychological capi al is posi i ely ela ed o o ganiza ional commi men .
H1a. Psychological capi al is posi i ely ela ed o a ec i e commi men .
H1b. Psychological capi al is posi i ely ela ed o no ma i e commi men .
H1c. Psychological capi al is posi i ely ela ed o con inuance commi men .
2.5. Mode a ing Role o Pe cei ed A e si e Leade ship
P e ious s udies ha e shown ha pe cei ed a e si e leade ship nega i ely in luences
o ganiza ional esul s such as job sa is ac ion and employee mo i a ion (Liao e al. 2020).
Employees wi h a high le el o pe cei ed a e si e leade ship a e mo e likely o exhibi
nega i e beha io s (Meh aein e al. 2023). Acco ding o Fa ima, Majeed and Shah (Fa ima
e al. 2018), a longi udinal s udy pe o med in Pakis an wi h 321 employees om di e en
o ganiza ions in he se ice sec o such as elecommunica ions, banks and uni e si ies, he
pe cep ion o a e si e leade ship a ec ed job pe o mance nega i ely. Fu he men ioned
in he li e a u e was he s ong associa ion be ween pe cei ed a e si e leade ship and
inc eased s ess as well as u no e in en ion (Bligh e al. 2007).
The des uc i e ole o pe cei ed a e si e leade ship is epo ed in he heo e ical
in es iga ions p esen ed in p e ious s udies (Meh aein e al. 2023;K asiko a e al. 2013). A
high le el o pe cei ed a e si e leade ship a ec s employee commi men , hus ha ming
he execu ion o asks and he o ganiza ion’s objec i es (Du e al. 2022;Bligh e al. 2007). On
he o he hand, a low le el o pe cei ed a e si e leade ship can con ibu e o imp o ing
o ganiza ional esul s, such as o ganiza ional commi men ; howe e , as a as we know,
he e is no empi ical e idence on hese esul s. Acco ding o Mackey e al. (2021), a
des uc i e leade nega i ely a ec s he p o essional pe o mance o his ollowe s, hus
damaging e ec i e o ganiza ional unc ioning in a las ing way.
Based on p e ious esea ch, we a gue ha employees who de elop he psychological
capabili ies ha o m psychological capi al, which a e sel -e icacy, hope, op imism and
esilience, end o be mo e commi ed o he o ganiza ion when hey ha e a low pe cep ion
o a e si e leade ship, conside ing ha hey a e away om s ess ul si ua ions caused by
nega i e e ec s o he a e si e leade . On he o he hand, employees wi h a high pe cep ion
o a e si e leade ship end o educe hei o ganiza ional commi men , con ibu ing o
inc eased u no e in en ion, as no ed by Pea ce and Sims (2002). Gi en his kind o
p e ious indings, we hypo hesized ha :
H2. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
o ganiza ional commi men such ha he ela ionship will be s onge in he case o low pe cei ed
a e si e leade ship and weake in he case o high pe cei ed a e si e leade ship.
H2a. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
a ec i e commi men such ha he ela ionship will be s onge in he case o low pe cei ed a e si e
leade ship and weake in he case o high pe cei ed a e si e leade ship.
H2b. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
no ma i e commi men such ha he ela ionship will be s onge in he case o low pe cei ed
a e si e leade ship and weake in he case o high pe cei ed a e si e leade ship.
Adm. Sci. 2024,14, 177 7 o 17
H2c. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
con inuance commi men such ha he ela ionship will be s onge in he case o low pe cei ed
a e si e leade ship and weake in he case o high pe cei ed a e si e leade ship.
Figu e 1p esen s he concep ual model o he mode a ing ole o pe cei ed a e si e
leade ship in he ela ionship be ween psychological capi al and o ganiza ional commi men .
Adm. Sci. 2023, 13, x FOR PEER REVIEW 7 o 18
H2a. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
affec i e commi men such ha he ela ionship will be s onge in he case o low pe cei ed a e si e
leade ship and weake in he case o high pe cei ed a e si e leade ship.
H2b. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
no ma i e commi men such ha he ela ionship will be s onge in he case o low pe cei ed a e -
si e leade ship and weake in he case o high pe cei ed a e si e leade ship.
H2c. Pe cei ed a e si e leade ship mode a es he ela ionship be ween psychological capi al and
con inuance commi men such ha he ela ionship will be s onge in he case o low pe cei ed
a e si e leade ship and weake in he case o high pe cei ed a e si e leade ship.
Figu e 1 p esen s he concep ual model o he mode a ing ole o pe cei ed a e si e
leade ship in he ela ionship be ween psychological capi al and o ganiza ional commi -
men .
Figu e 1. Concep ual model.
3. Ma e ials and Me hods
3.1. Pa icipan s and P ocedu e
To es he hypo heses unde s udy we used quan i a i e me hodology wi h a de-
sc ip i e and co ela ional design ha allowed us o analyze he ela ionships es ablished
be ween he a iables. The e o e, we an a c oss-sec ional s udy using su eys. Pa ici-
pan s we e selec ed using a non-p obabilis ic con enience echnique, in which hose se-
lec ed we e p o essionals om diffe en sec o s o ac i i y in Angola wi h a minimum o
wo yea s o expe ience in he wo kplace. All pa icipan s we e pa o wo k eams o
a ound 9 o 20 employees, each wi h a di ec supe iso .
To ob ain pe mission o un he s udy, we con ac ed all hose di ec ly esponsible o
he employees o ob ain au ho iza ion. Au ho iza ion was g an ed wi h he sole ecom-
menda ion ha he au ho s need o sha e he esul s ob ained, a he end o he s udy. To
his end, all employees olun a ily comple ed he ques ionnai e a ailable on he online
pla o m and ga e hei in o med consen be o e s a ing he su ey. I is impo an o
men ion ha all employees we e in o med ha he commi men o con iden iali y would
be main ained in he collec ion and p ocessing o da a, ein o cing ha he ques ionnai es
we e anonymous; he e o e, he e would be no condi ions ha would allow he pa ici-
pan s o be indi idually iden i ied. Fu he mo e, i is impo an o emphasize ha he pa -
icipan s’ w i en in o med consen is he only e hical s a emen imposed on indi idual
esea che s in Angola o unning he s udy.
Figu e 1. Concep ual model.
3. Ma e ials and Me hods
3.1. Pa icipan s and P ocedu e
To es he hypo heses unde s udy we used quan i a i e me hodology wi h a de-
sc ip i e and co ela ional design ha allowed us o analyze he ela ionships es ablished
be ween he a iables. The e o e, we an a c oss-sec ional s udy using su eys. Pa icipan s
we e selec ed using a non-p obabilis ic con enience echnique, in which hose selec ed
we e p o essionals om di e en sec o s o ac i i y in Angola wi h a minimum o wo
yea s o expe ience in he wo kplace. All pa icipan s we e pa o wo k eams o a ound 9
o 20 employees, each wi h a di ec supe iso .
To ob ain pe mission o un he s udy, we con ac ed all hose di ec ly esponsible o
he employees o ob ain au ho iza ion. Au ho iza ion was g an ed wi h he sole ecom-
menda ion ha he au ho s need o sha e he esul s ob ained, a he end o he s udy. To
his end, all employees olun a ily comple ed he ques ionnai e a ailable on he online
pla o m and ga e hei in o med consen be o e s a ing he su ey. I is impo an o
men ion ha all employees we e in o med ha he commi men o con iden iali y would be
main ained in he collec ion and p ocessing o da a, ein o cing ha he ques ionnai es we e
anonymous; he e o e, he e would be no condi ions ha would allow he pa icipan s o
be indi idually iden i ied. Fu he mo e, i is impo an o emphasize ha he pa icipan s’
w i en in o med consen is he only e hical s a emen imposed on indi idual esea che s
in Angola o unning he s udy.
The pa icipan s we e employees om di e en public and p i a e co po a ions lo-
ca ed in h ee la ge ci ies in Angola, speci ically Luanda, Benguela and Huíla. These
ci ies ha e a highe popula ion densi y and ele an economic ac i i y, c i e ia ha we e
selec ed in he s udy pe o med in he Angolan con ex by Ge emias, Lopes and So omayo
(Ge emias e al. 2024). Du ing Janua y 2024, speci ic links we e made a ailable on he
online pla o m, wi h he expec a ion o eaching 700 employees. The accep ance a e
o e u n was 48% (335 alid ques ionnai es). Responden s we e om 30 co po a ions
belonging o 11 a eas o ac i i y ( anging om 9 o 14 employees pe ins i u ion).
Rega ding he pa icipan s, we highligh ha 50.4% we e men, and he a e age age was
34 yea s (SD = 5.32). Fo educa ional quali ica ions, i was ound ha 70% o pa icipan s
Adm. Sci. 2024,14, 177 8 o 17
ha e a bachelo ’s deg ee, 19% ha e a mas e ’s deg ee and 11% ha e comple ed a PhD
p og am. The mos signi ican a eas o ac i i y we e educa ion 23%, heal hca e 16%,
inancial ins i u ions 11% and police 9.3%. Rega ding senio i y, i is impo an o highligh
ha 33% had 5 yea s o wo k in he o ganiza ion, 25% had wo ked o 6 yea s and 12% me
he equi emen o ha ing wo ked a minimum o 2 yea s o he o ganiza ion. Rega ding
ma i al s a us, 49% o pa icipan s we e single, 48% ma ied and 3% di o ced.
3.2. Measu es
Psychological capi al. We used he 24-i em ques ionnai e de eloped by Lu hans
e al. (2007) and alida ed in he Angolan con ex in p e ious s udies (e.g., Ge emias e al.
2020). The scale includes ou subscales wi h six i ems each, espec i ely, op imism (e.g.,
“I wo k wi h he con ic ion ha e e y se back has a posi i e side”); hope (e.g., “Righ
now I see mysel as a success ul pe son a wo k”); sel -e icacy (e.g., “I eel able o help
de ine goals/objec i es o my ins i u ion”); and esilience (e.g., “One way o ano he , I can
well manage di icul ies a wo k ”). Responses we e gi en on a six-poin Like scale, (1)
“S ongly disag ee” o (6) “S ongly ag ee”. The 24-i em psychological capi al ques ionnai e
has a C onbach’s α alue o 0.89, which was epo ed in he e e ence li e a u e.
O ganiza ional commi men . We used he scale de eloped by Meye and Allen (1991),
and alida ed in he Angolan con ex by Ge emias, Lopes and So omayo (Ge emias e al.
2024), composed o 19 i ems dis ibu ed in 3 subscales, speci ically: a ec i e commi men
wi h 6 i ems ( o example: “This company has g ea pe sonal meaning o me”); he
C onbach’s alpha coe icien p esen ed by he au ho s is 0.90. The no ma i e commi men
has 6 i ems ( o example: “I would eel guil y i I le his company now”), and he
alue o C onbach’s alpha coe icien men ioned by he au ho s is 0.89. The con inuance
commi men consis s o 7 i ems ( o example: “I belie e ha he e a e e y ew al e na i es
o be able o hink abou lea ing his company”); he C onbach’s alpha coe icien indica ed
by he au ho s is 0.90. Responses we e gi en on a 7-poin Like scale, in which (1)
co esponds o “To ally Disag ee” and (7) “To ally Ag ee”.
Pe cei ed a e si e leade ship. We used he ques ionnai e by Pea ce and Sims (2002),
which was alida ed o Po uguese by Es e es e al. (2018). This ques ionnai e consis s
o 6 i ems ( o example: “I eel in imida ed by my boss’s beha io ”), and he C onbach’s
alpha coe icien alue is 0.92. The esponse scale used is a i e-poin Like ype, om (1)
“To ally Disag ee” o (5) “To ally Ag ee”.
3.3. Da a Analysis
The analysis ollowed di e en phases. SPSS so wa e ( .29) was used o examine he
desc ip i e s a is ics o he cons uc s unde s udy, ollowed by con i ma o y ac o analysis
using Amos ( .29) o e i y he ac o s uc u e o psychological capi al, o ganiza ional
commi men and pe cei ed a e si e leade ship. The model adjus men analysis conside ed
he ollowing accep abili y pa ame e s, sugges ed by Hai , Babin and Ande son (Hai
e al. 2019), chi-squa e (
χ
2): p- alue
≤
0.05; compa a i e i index (CFI):
≥
0.90; Tucke –
Lewis index (TLI):
≥
0.90; goodness-o - i Index (GFI):
≥
0.90; oo mean squa e e o
o app oxima ion (RMSEA):
≤
0.08; and s anda dized oo mean squa e esidual (SRMR):
≤
0.08. Fu he mo e, we used he SPSS so wa e o pe o m he in e nal consis ency analysis.
Finally, he Amos so wa e was used o es he s udy hypo heses.
3.4. Measu emen Validi y
We pe o med sepa a e con i ma o y ac o analyses wi h AMOS o each a iable o
analyze he con e gen and disc iminan alidi y o he scales unde s udy. This p ocedu e
allowed us o e i y ha he i ems con e ge signi ican ly o he espec i e scale wi h he alues
eco ded o each ac o loading being abo e 0.3. Con i ma o y ac o analysis was also used o
alida e he ac o ial s uc u e o he cons uc s unde s udy. We pe o med small co ela ions
o e o s wi hin he i ems o ob ain good model i indices ollowing he sugges ions p esen ed
by he modi ica ion indices. Table 1p esen s he con i ma o y ac o analysis esul s.
Adm. Sci. 2024,14, 177 15 o 17
G özinge , Ann-Ch is in, S en Wol , Philipp Julian Ru , and Pe a Moog. 2021. The powe o sha ed posi i i y: O ganiza ional
psychological capi al and i m pe o mance du ing exogenous c ises. Small Business Economics 58: 689–716. [C ossRe ] [PubMed]
Hai , Joseph F., Ba y J. Babin, and Rolph E. Ande son. 2019. Mul i a ia e Da a Analysis, 8 h ed. Hampshi e: Cengage.
Heale, Robe a, and Do o hy Fo bes. 2013. Unde s anding iangula ion in esea ch. E idence Based Nu sing 16: 98. [C ossRe ]
[PubMed]
He e a, Juan, and Ca los De Las He as-Rosas. 2021. The O ganiza ional Commi men in he Company and I s Rela ionship Wi h he
Psychological Con ac . F on ie s in Psychology 11: 609211. [C ossRe ]
Hu, Rui, Yingchao Li, Jianyu Huang, Ying Zhang, Rong Jiang, and Elizabe h Dunlop. 2023. Psychological capi al and b eak h ough
inno a ion: The ole o aci knowledge sha ing and ask in e dependence. F on ie s in Psychology 14: 1097936. [C ossRe ]
Huang, Lei, and F ed Lu hans. 2014. Towa d Be e Unde s anding o he Lea ning Goal O ien a ionn–C ea i i y Rela ionship: The
Role o Posi i e Psychological Capi al. Applied Psychology 64: 444–72. [C ossRe ]
Huynh, The, and Nguyen Hua. 2020. The ela ionship be ween ask-o ien ed leade ship s yle, psychological capi al, job sa is ac ion and
o ganiza ional commi men : E idence om Vie namese small and medium-sized en e p ises. Jou nal o Ad ances in Managemen
Resea ch 17: 583–604. [C ossRe ]
Imamoglu, Salih Zeki, Huseyin Ince, Hulya Tu kcan, and Bi sen A akay. 2019. The E ec o O ganiza ional Jus ice and O ganiza ional
Commi men on Knowledge Sha ing and Fi m Pe o manc. P ocedia Compu e Science 158: 899–906. [C ossRe ]
Inegbedion, Hen y. 2022. Mo i a o s o employee commi men a mul ina ional o ganisa ions in eme ging economies: Empi ical
e idence om Nige ia. Humani ies and Social Sciences Communica ions 9: 234. [C ossRe ]
Koç, E dinç, Muhamme Deliba¸s, and Yap ak Anadol. 2022. En i onmen al Unce ain ies and Compe i i e Ad an age: A Sequen ial
Media ion Model o Supply Chain In eg a ion and Supply Chain Agili y. Sus ainabili y 14: 8928. [C ossRe ]
K asiko a, Dina V., S ephen G een G een, and James M. LeB e on. 2013. Des uc i e Leade ship: A Theo e ical Re iew, In eg a ion,
and Fu u e Resea ch Agenda. Jou nal o Managemen 39: 1308–38. [C ossRe ]
Li, Yuhui, Zhen Wang, Liu-Q. Yang, and Songbo Liu. 2016. The c osso e o psychological dis ess om leade s o subo dina es in
eams: The ole o abusi e supe ision, psychological capi al, and eam pe o mance. Jou nal o Occupa ional Heal h Psychology 21:
142–53. [C ossRe ]
Liao, Ming, Liao G égoi e, and B ian Ande son. 2020. The in luence o h ea and a e si e mo i a ion on con lic p ocessing in he
S oop ask. A en Pe cep Psychophys 82: 2802–13. [C ossRe ]
Liao, Rui-Xue, and Yan-Hui Liu. 2016. The impac o s uc u al empowe men and psychological capi al on compe ence among
Chinese baccalau ea e nu sing s uden s: A ques ionnai e su ey. Nu se Educa ion Today 36: 31–36. [C ossRe ]
Lin, Mi, Qian Liu, and Zhi Li. 2024. Pe cei ed supe io us and o ganiza ional commi men among public employees: The media ing
ole o bu nou and he mode a ing ole o public se ice mo i a ion. Heliyon 10: e24997. [C ossRe ]
Lu hans, B e C., Kyle W. Lu hans, and James B. A ey. 2014. Building he leade s o omo ow: The de elopmen o academic
psychological capi al. Jou nal o Leade ship & O ganiza ional S udies 21: 191–99. [C ossRe ]
Lu hans, F ed, and Ca olyn M. Yousse -Mo gan. 2017. Psychological capi al: An e idence-based posi i e app oach. Annual Re iew o
O ganiza ional Psychology and O ganiza ional Beha io 4: 339–66. [C ossRe ]
Lu hans, F ed, and Julie B oad. 2022. Posi i e psychological capi al o help comba he men al heal h allou om he pandemic and
VUCA en i onmen . O ganiza ional Dynamics 51: 100817. [C ossRe ] [PubMed]
Lu hans, F ed, B uce J. A olio, James B. A ey, and S e en M. No man. 2007. Posi i e Psychological Capi al: Measu emen and
Rela ionship wi h pe o mance and sa is ac ion. Pe sonnel Psychology 60: 541–72. [C ossRe ]
Lu hans, F ed, James B. A ey, B uce J. A olio, S e en M. No man, and Gwendolyn M. Combs. 2006. Psychological capi al de elopmen :
Towa d a mic o-in e en ion. Jou nal o O ganiza ional Beha io 27: 387–93. [C ossRe ]
Lu hans, Kyle W., B e C. Lu hans, and Daniel Cha in. 2018. Re ining g i in academic pe o mance: The media ional ole o
psychological capi al. Jou nal o Managemen Educa ion 43: 35–61. [C ossRe ]
Mackey, Je emy D., B. Pa ke Ellen, Cha n P. McAllis e , and Ka he ine C. Alexande . 2021. The da k side o leade ship: A sys ema ic
li e a u e e iew and me a-analysis o des uc i e leade ship esea ch. Jou nal o Business Resea ch 132: 705–18. [C ossRe ]
Mad id, Hec o P., Ma ia T. Diaz, S a oula Leka, Ped o I. Lei a, and Edua do Ba os. 2017. A Fine G ained App oach o Psychological
Capi al and Wo k Pe o mance. Jou nal o Business and Psychology 33: 461–77. [C ossRe ]
Maleka, Mole e, M hozozisi Mpo u, Cli o d Kend ick Hla ywayo, Ines Meye , S ua Ca , and Jane Pa ke . 2019. Employee
engagemen , o ganisa ional commi men , and job sa is ac ion in Namibia, Sou h A ica, and Zimbabwe: An explo a o y s udy.
Jou nal o Psychology in A ica 29: 393–400. [C ossRe ]
Meh aein, Vahid, F ancesca Visin in, and Daniel Pi ino. 2023. The da k side o leade ship: A sys ema ic e iew o c ea i i y and
inno a ion. In e na ional Jou nal o Managemen Re iews 25: 740–67. [C ossRe ]
Meye , John P., and Lynne He sco i ch. 2001. Commi men in he wo kplace: Towa d a gene al model. Human Resouce Managemen
Re iew 11: 299–326. [C ossRe ]
Meye , John P., and Na alie Allen. 1991. A h ee-componen concep ualiza ion o o ganiza ional commi men . Human Resou ce
Managemen Re iew 1: 61–89. [C ossRe ]
Meye , John P., Lau a J. S anley, and Na alya M. Pa yono a. 2012. Employee commi men in con ex : The na u e and implica ion o
commi men p o iles. Jou nal o Voca ional Beha io 80: 1–16. [C ossRe ]
Adm. Sci. 2024,14, 177 16 o 17
Meye , John P., Thomas E. Becke , and Ch is ian Vandenbe ghe. 2004. Employee Commi men and Mo i a ion: A Concep ual Analysis
and In eg a i e Model. Jou nal o Applied Psychology 89: 991–1007. [C ossRe ] [PubMed]
Mo ei a, Ana, Ca la Tomás, and A manda An unes. 2024. The Media ing E ec o A ec i e Commi men on he Rela ionship
be ween Compe ence De elopmen and Tu no e In en ions: Does This Rela ionship Depend on he Employee’s Gene a ion?
Adminis a i e Sciences 14: 97. [C ossRe ]
Mujaja i, Es e , Nadia Fe ei a, and Melissa du Plessis. 2024. Fos e ing o ganisa ional commi men : A esilience amewo k o
p i a e-sec o o ganisa ions in Sou h A ica. F on ie s in Psychology 15: 1303866. [C ossRe ] [PubMed]
Naidoo, S., and K ishna Kis an Go ende . 2022. Explo ing he Rela ionship be ween O ganiza ional Cul u e, O ganiza ional
Commi men and Pe o mance in Comme cial Banks in Two A ican Coun ies. In e na ional Re iew o Managemen and Ma ke ing
12: 64–76. [C ossRe ]
Newman, Alexande , Deniz Ucbasa an, Fei Zhu, and Giles Hi s . 2014. Psychological capi al: A e iew and syn hesis. Jou nal o
O ganiza ional Beha io 35: S120–S138. [C ossRe ]
Ng, Thomas W. 2015. The inc emen al alidi y o o ganiza ional commi men , o ganiza ional us , and o ganiza ional iden i ica ion.
Jou nal o Voca ional Beha io 88: 154–63. [C ossRe ]
Nolzen, Niklas. 2018. The concep o psychological capi al: A comp ehensi e e iew. Managemen Re iew Qua e ly 68: 237–77.
[C ossRe ]
Obedgiu, Vincen , Vincen Bagi e, and Samuel Ma abi. 2017. Examina ion o o ganiza ional commi men and o ganiza ional ci izenship
beha iou among local go e nmen ci il se an s in Uganda. Jou nal o Managemen De elopmen 36: 1304–16. [C ossRe ]
O oo, F ank. 2022. Examining he in luence o human esou ce de elopmen p ac ices on o ganiza ional commi men o small and
medium scale en e p ises. Eu opean Jou nal o Managemen Issues 30: 195–204. [C ossRe ]
Owais, Samina, Allah Noo Khan, and Za a Khan. 2023. The impac o posi i e psychological capi al on o ganiza ional commi men
in public sec o uni e si ies o KPK. Jou nal o Social Resea ch De elopmen 4: 372–82. [C ossRe ]
Pallan , Julie. 2020. SPSS Su i al Manual: A S ep by S ep Guide o Da a Analysis Using IBM SPSS. London: Rou ledge.
Pa naik, Subhendu, Uma Mish a, and Bibhu i Mish a. 2022. Can psychological capi al educe s ess and job insecu i y? An expe imen al
examina ion wi h indian e idence. Asia Paci ic Jou nal o Managemen 39: 1071–96. [C ossRe ]
Pea ce, C aig L., and Hen y P. Sims. 2002. Ve ical e sus sha ed leade ship as p edic o s o he e ec i eness o change managemen
eams: An examina ion o a e si e, di ec i e, ansac ional, ans o ma ional, and empowe ing leade beha io s. G oup Dynamics:
Theo y, Resea ch, and P ac ice 6: 172–97. [C ossRe ]
Podsako , Philip M., Sco B. MacKenzie, and Na han P. Podsako . 2012. Sou ces o Me hod Bias in Social Science Resea ch and
Recommenda ions on How o Con ol I . Annual Re iew o Psychology 63: 539–69. [C ossRe ] [PubMed]
Podsako , Philip Mackenzie, Sco B. MacKenzie, Jeong-Yeon Lee, and Na han P. Podsako . 2003. Common me hod biases in
beha io al esea ch: A c i ical e iew o he li e a u e and ecommended emedies. Jou nal o Applied Psychology 88: 879–903.
[C ossRe ] [PubMed]
Ramalho Luz, Ca olina, Síl io Luiz de Paula, and Lúcia Oli ei a. 2018. O ganiza ional commi men , job sa is ac ion and hei possible
in luences on in en o u no e . Re is a de Ges ão25: 84–101. [C ossRe ]
Ribei o, Neuza, Manish Gup a, Daniel Gomes, and Nelia Alexand e. 2021. Impac o psychological capi al (PsyCap) on a ec i e
commi men : Media ing ole o a ec i e well-being. In e na ional Jou nal o O ganiza ional Analysis 29: 1015–29. [C ossRe ]
Russo, Sil ia Dello, and Pe ya S oyko a. 2015. Psychological Capi al In e en ion (PCI): A Replica ion and Ex ension. Human Resou ce
De elopmen Qua e ly 26: 329–47. [C ossRe ]
Saeed, Im an, Tasneem Fa ima, Muhammad Junaid, and Syed Shah. 2017. To es ablish he link be ween a e si e leade ship and wo k
ou comes: An empi ical e idence. NICE Resea ch Jou nal 10: 161–81.
Sahoo, Bha a Chand a, and Su enda Kuma Sia. 2015. Psychological Capi al and O ganisa ional Commi men : Na u e, S uc u e and
Rela ionship in an Indian Sample. Asia-Paci ic Jou nal o Managemen Resea ch and Inno a ion 11: 230–44. [C ossRe ]
Schmid, Ellen A., A min Pi che Ve do e , and Claudia V. Peus. 2018. Di e en shades–di e en e ec s? consequences o di e en
ypes o des uc i e leade ship. F on ie s in Psychology 9: 1289. [C ossRe ] [PubMed]
Schyns, Bi gi , and Jan Schilling. 2013. How bad a e he e ec s o bad leade s? A me a-analysis o des uc i e leade ship and i s
ou comes. The Leade ship Qua e ly 24: 138–58. [C ossRe ]
Shah, Tan ee , Zahoo Pa ay, and Shahbaz Islam. 2023. The empi ical ela ionship be ween ans o ma ional leade ship and job
a i udes: Media ing ole o psychological capi al—A s udy o heal hca e in India. In e na ional Jou nal o Public Leade ship 19:
45–63. [C ossRe ]
Shahid, A mena, and Shahid Mehmood Azha . 2013. Gaining Employee Commi men : Linking o O ganiza ional E ec i eness. Jou nal
o Managemen Resea ch 5: 250–68. [C ossRe ]
Sil a, Rui, Ál a o Dias, Leand o Pe ei a, Rena o da Cos a, and Rui Gonçal es. 2022. Explo ing he Di ec and Indi ec In luence o
Pe cei ed O ganiza ional Suppo on A ec i e O ganiza ional Commi men . Social Sciences 11: 406. [C ossRe ]
Simons, Jane C., and Johanna H. Bui endach. 2013. Psychological capi al, wo k engagemen and o ganisa ional commi men amongs
call cen e employees in Sou h A ica. SA Jou nal o Indus ial Psychology 39: 1–12. [C ossRe ]
Sims, Hen y P., Same Fa aj, and Seokhwa Yun. 2009. When should a leade be di ec i e o empowe ing? How o de elop you own
si ua ional heo y o leade ship. Business Ho izons 52: 149–58. [C ossRe ]
Adm. Sci. 2024,14, 177 17 o 17
Snyde , C. Richa d, Hal S. Sho ey, Jenni e Chea ens, Kimbe ley Mann Pul e s, Vi gil H. Adams, and Cyn hia Wiklund. 2002. Hope
and academic success in college. Jou nal o Educa ional Psychology 94: 820–26. [C ossRe ]
Solinge , Oma N., Woody an Ol en, and Robe A. Roe. 2008. Beyond he h ee-componen model o o ganiza ional commi men .
Jou nal o Applied Psychology 93: 70–83. [C ossRe ] [PubMed]
Tang, Yuan, Yun-Fei Shao, and Yi-Jun Chen. 2019. Assessing he Media ion Mechanism o Job Sa is ac ion and O ganiza ional
Commi men on Inno a i e Beha io : The Pe spec i e o Psychological Capi al. F on ie s in Psychology 10: 2699. [C ossRe ]
[PubMed]
Te eh, S ephen, Cisheng Wu, Ch is ian Na h Opa a, Glo ia Nana Asi i ua Agyapong, R. Amoako, and F ank Osei-Kusi. 2020. Pe cei ed
o ganisa ional suppo , job s ess, and u no e in en ion: The mode a ion o a ec i e commi men s. Jou nal o Psychology in
A ica 30: 9–16. [C ossRe ]
Tho oughgood, Ch is ian N., Ka ina Sawye , A Padilla, and Lau a Luns o d. 2018. Des uc i e Leade ship: A C i ique o Leade -
Cen ic Pe spec i es and Towa d a Mo e Holis ic De ini ion. Jou nal o Business E hics 151: 627–49. [C ossRe ]
Tho oughgood, Ch is ian N., Samuel Todd Hun e , and Ka ina. B. Sawye . 2011. Bad apples, bad ba els, and b oken ollowe s? An
empi ical examina ion o con ex ual in luences on ollowe pe cep ions and eac ions o a e si e leade ship. Jou nal o Business
E hics 100: 647–72. [C ossRe ]
T an, Quan. 2024. In es iga e he ela ionship be ween leade ship beha iou s, o ganisa ional commi men , occupa ional s ess and
o ganisa ional ci izenship beha iou s in Vie namese p i a e business school lib a ies. Lib a y Managemen 45: 101–17. [C ossRe ]
Williams, La y J., and Alyssa K. McGonagle. 2015. Fou Resea ch Designs and a Comp ehensi e Analysis S a egy o In es iga ing
Common Me hod Va iance wi h Sel -Repo Measu es Using La en Va iables. Jou nal o Business and Psychology 31: 339–59.
[C ossRe ]
Wisse, Ba ba a, and Ed Sleebos. 2016. When he da k ones gain powe : Pe cei ed posi ion powe s eng hens he e ec o supe iso
Machia ellianism on abusi e supe ision in wo k eams. Pe sonali y and Indi idual Di e ences, 122–26. [C ossRe ]
Yousse -Mo gan, Ca olyn M., and F ed Lu hans. 2015. Psychological capi al and well-being. S ess and Heal h: Jou nal o he In e na ional
Socie y o he In es iga ion o S ess 31: 180–88. [C ossRe ]
Yu, Xiao en, Donghua Li, Chia-Han Tsai, and Chun-Hsien Wang. 2019. The ole o psychological capi al in employee c ea i i y. Ca ee
De elopmen In e na ional 24: 420–37. [C ossRe ]
Zamb ano-Chumo, Lau a, and Ruben Gue a a. 2024. Psychological Capi al and Tu no e In en ion: The Media ing Role o Bu nou
among Heal hca e P o essionals. In e na ional Jou nal o En i onmen al Resea ch and Public Heal h 21: 185. [C ossRe ] [PubMed]
Zhao, Ting. 2018. The e ec o abusi e supe ision on job pe o mance: The ole o leade ship iden i ica ion and subo dina es. Resea ch
in Economics and Managemen 3: 1–13. [C ossRe ]
Disclaime /Publishe ’s No e: The s a emen s, opinions and da a con ained in all publica ions a e solely hose o he indi idual
au ho (s) and con ibu o (s) and no o MDPI and/o he edi o (s). MDPI and/o he edi o (s) disclaim esponsibili y o any inju y o
people o p ope y esul ing om any ideas, me hods, ins uc ions o p oduc s e e ed o in he con en .
