Effects of Psychological Capital on the Job Performance of Public Enterprise Employees

심리적 자본이 공기업 종사자의 직무수행에 미치는 영향

Kim, Sung-Jong

  • Received : 2018.11.28
  • Accepted : 2018.12.17
  • Published : 2019.01.28


The purpose of this research is to investigate the psychological factors affecting job performance of public enterprise employee. Based on the literature review, three types of job performance are identified, which are behavioral responses to the demands from job environment. They are named as task performance, contextual performance, and adaptive performance. As independent variables, four factors were selected form positive psychological concepts, which are self-efficacy, hope, optimism, and resilience. These are the factors which compose of the concept of psychological capital. All the factors are hypothesized to positively affect job performances. From the regression analysis results, all the psychological factors in the model were turned out to have statistically significant impacts on the job performances. The importance of variable 'resilience' were dominant all three models, which might be interpreted as a behavioral response to the demands from uncertain organizational enviornments. From the marginal effect analysis, contextual performance decreases first five years, then reach peak at 20th. year. These results demonstrates that mid-level employees in the organizational hierarchy are more concerned with the overall performance of organization.


Task Performance;Contextual Performance;Adaptive Performance;Psychological Capital


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Supported by : 단국대학교