Comparison of the Effectiveness of Lutans psychological capital training and Character Strengths training on Organizational Ambidexterity,experience flow, psychological empowerment and Workplace deviant behaviors with regard to the moderating role of Psychological contracts in Qom city school counselors
Subject Areas : Psychological Models and Methods
حسین ابراهیمی
1
,
Kiomars Beshlideh
2
*
,
Abdolkazem Neissi
3
,
Bahram Peymannia
4
1 - Ph.D. Student in Psychology. Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
2 - Professor. Department of Psychology, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
3 - Professor. Department of Psychology, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
4 - Assistant Professor. Department of Psychology, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
Keywords: Psychological Capital, Character Strengths, Organizational Ambidexterity, Flow Experience, Psychological Empowerment, Deviant Work Behaviors,
Abstract :
Background and purpose: In recent years, increasing attention has been paid to positive psychological components in enhancing job performance and psychological well-being, especially in educational and counseling settings. The present study aimed to compare the effectiveness of Luthans’ Psychological Capital Training and Character Strengths Training on organizational ambidexterity, flow experience, psychological empowerment, and tendency toward deviant work behaviors, considering the moderating role of the psychological contract.
Methods: This quasi-experimental study utilized a pretest-posttest-follow-up design with a control group. The statistical population included all school counselors at lower secondary schools in Qom city during the academic year 2024–2025. A purposive sample of 60 counselors was randomly assigned to two experimental groups and one control group. The first experimental group received Luthans’ Psychological Capital Training (10 sessions), and the second group received Character Strengths Training (12 sessions). Standardized questionnaires were used to measure the study variables. Data were analyzed using MANOVA, ANCOVA, and interaction effect tests via SPSS27. This study was approved by the Research Ethics Committee and received the ethical approval code IR.SCU.REC.1402.091
Findings: Results indicated that both interventions significantly enhanced organizational ambidexterity, flow experience, and psychological empowerment, and significantly reduced the tendency toward deviant work behaviors (p < 0.01). However, Character Strengths Training was more effective than Luthans’ Psychological Capital Training in improving all outcome variables. Additionally, the psychological contract played a moderating role, such that higher levels of psychological contract strengthened the effects of both interventions.
Conclusion: Positive psychological interventions, especially character strengths training, are effective strategies for enhancing human capital and reducing behavioral risks in educational environments. These findings underscore the importance of integrating such programs into human resource development in schools. Moreover, consideration of the psychological contract can optimize the impact of these interventions. Educational policymakers and managers are recommended to implement strength-based and positive psychology training programs for school counselors.
1.Suleiman Nejad Badreh, F. , Khanjani, M. and Delavar, A. (2022). The Effectiveness of Psychological Capital Training on Organizational Socialization and Job Burnout of Khorramabad Education Staff. Research on Educational Leadership and Management, 6(24), 171-192. doi: 10.22054/jrlat.2023.70833.1628
2. Behroz, M., marashian, F., & alizadeh, M. (2023). Structural model of the relationship between social support and psychological capital with empowerment with the mediating role of perceived stress in female-headed households. The Women and Families Cultural-Educational, 18(63), 113-132.
3. Levy, I. P., & Lemberger-Truelove, M. E. (2021). Educator–counselor: A nondual identity for school counselors. Professional School Counseling, 24(1_part_3), 2156759X211007630.
4. Khamsehzadeh, S., & Pordelan, N. (2023). Predicting Career Adaptability and Career Plateauing based on Subjective Underemployment and Psychological Capital in Health-Related Personnel. Tehran: Islamic Azad University, Research Sciences Branch,12 (2) ,112-122.
5. Mubashar, T., & Harzer, C. (2023). Character strengths at work: Predictive role of signature strengths and demanded strengths for work role performance and deviant behavior. Pakistan Journal of Commerce and Social Sciences (PJCSS), 17(1), 21-38.
6. Blustein, D. (2013). The psychology of working: A new perspective for career development, counseling, and public policy. Routledge.
7. Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual review of organizational psychology and organizational behavior, 4(1), 339-366.
8. Harzer, C., & Ruch, W. (2014). The role of character strengths for task performance, job dedication, interpersonal facilitation, and organizational support. Human Performance, 27(3), 183-205.
9. Salanova, M., & Ortega-Maldonado, A. (2019). Psychological capital development in organizations: An integrative review of evidence-based intervention programs. Positive psychological intervention design and protocols for multi-cultural contexts, 81-102.
10. Freidlin, P., & Littman-Ovadia, H. (2020). Prosocial behavior at work through the lens of character strengths. Frontiers in psychology, 10, 3046.
11. Peterson, C., & Seligman, M. E. (2004). Character strengths and virtues: A handbook and classification (Vol. 1). Oxford university press.
12. Seligman, M. E. (2011). Flourish: A visionary new understanding of happiness and well-being. Simon and Schuster.
13. Wagner, L., Holenstein, M., Wepf, H., & Ruch, W. (2020). Character strengths are related to students’ achievement, flow experiences, and enjoyment in teacher-centered learning, individual, and group work beyond cognitive ability. Frontiers in psychology, 11, 1324.
14. Kim, T. T., Karatepe, O. M., & Lee, G. (2018). Psychological contract breach and service innovation behavior: psychological capital as a mediator. Service Business, 12, 305-329.
15. Coyle-Shapiro, J. A. M., Pereira Costa, S., Doden, W., & Chang, C. (2019). Psychological contracts: Past, present, and future. Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 145-169.
16.Rajabipoor,A.,Arjmandi,.&Afsharzadeh,N.(2022).The Effect of Positive Psychological Capital Dimensions on Organizational Citizenship Behaviors: The mediating roles of Psychological Contracts.Knowledge & Research in Applied Psychology,2(1),239-250.
17. Rao, I. (2021). Psychological contract for human development and organizational sustainability. Business Perspectives and Research, 9(3), 415-426.
18. Nafei, W. A. (2019). Organizational ambidexterity as a mediating variable between psychological capital and strategic success: An applied study. Case Studies Journal, 8(1), 1.
19. Hayavi, G. , Moradi, A. , Momeni, K. and Arshadi, N. (2021). The Effect of Psychological Capital on Job Performance and Psychological Well-Being: The Mediating Role of Thriving at Work. Industrial and Organizational Psychology Studies, 8(1), 27-48. doi: 10.22055/jiops.2021.38468.1239.
20. Rastgar, A. , Abedi Jafari, H. and Jabari, E. (2022). Investigating the Impact of Religiosity and Psychological Capital Calling with Work Meaning Mediation (Case Study: Employees of the General Department of Sports and Youth of Tehran Province). Organizational Behaviour Studies Quarterly, 11(1), 31-54.
21. Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly, 22(2), 127-152.
22. Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American psychologist, 56(3), 218.
23. Luthans, F., & Avolio, B. J. (2014). Brief summary of psychological capital and introduction to the special issue. Journal of Leadership & Organizational Studies, 21(2), 125-129.
24. Broad, J. D., & Luthans, F. (2020). Positive resources for psychiatry in the fourth industrial revolution: Building patient and family focused psychological capital (PsyCap). International Review of Psychiatry, 32(7-8), 542-554.
25. Nolzen, N. (2018). The concept of psychological capital: a comprehensive review. Management Review Quarterly, 68(3), 237-277.
26. Aydin Sünbül, Z., & Aslan Gördesli, M. (2021). Psychological capital and job satisfaction in public-school teachers: the mediating role of prosocial behaviours. Journal of Education for Teaching, 47(2), 147-162.
27. Neisi, A. , Arshdi, N. and Rahemi, A. (2011). The Casual Relationship of Psychological Capital with Positive Emotions, Psychological Well-being, job Performance and Job Engagement. Psychological Achievements, 18(1), 19-46.
28. Schutte, N. S., & Malouff, J. M. (2019). The impact of signature character strengths interventions: A meta-analysis. Journal of happiness studies, 20, 1179-1196.
29. Hassaniraad M, Khodayarifard M, Hejazi E. (2020). Effectiveness of culture-based character strengths training on reinforcing character strengths and promoting students' mental well-being. Journal of Psychological Science. 19(96), 1523-1546.
30. Luthans, F., Avey, J. B., Avolio, B. J., & Peterson, S. J. (2010). The development and resulting performance impact of positive psychological capital. Human resource development quarterly, 21(1), 41-67.
31. Çavuş, M. F., & Gökçen, A. (2015). Psychological capital: Definition, components and effects. British Journal of Education, Society and Behavioural Science, 5(3), 244-255.
32. Rezaei, M. , Hoveida, R. and Samavatian, H. (2015). Concept of psychological empowerment and its relationship with psychological capital among teachers. New Educational Approaches , 10(1), 67-82.
33. Arthur Jr, W., Bennett Jr, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: a meta-analysis of design and evaluation features. Journal of Applied psychology, 88(2), 234.
34. Chakma, R., Paul, J., & Dhir, S. (2021). Organizational ambidexterity: A review and research agenda. IEEE Transactions on Engineering Management, 71, 121-137.
35. Csikszentmihalyi, M., Nakamura, J., & Csikszentmihalyi, M. (2014). The concept of flow. Flow and the foundations of positive psychology: The collected works of Mihaly Csikszentmihalyi, 239-263.
36. Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of management Journal, 38(5), 1442-1465.
37. Appelbaum, S. H., Iaconi, G. D., & Matousek, A. (2007). Positive and negative deviant workplace behaviors: causes, impacts, and solutions. Corporate Governance: The international journal of business in society, 7(5), 586-598.
38. Gibson, C. B., & Birkinshaw, J. (2004). The antecedents, consequences, and mediating role of organizational ambidexterity. Academy of management Journal, 47(2), 209-226.
39. O'Reilly III, C. A., & Tushman, M. L. (2013). Organizational ambidexterity: Past, present, and future. Academy of management Perspectives, 27(4), 324-338.
40. Raisch, S., & Birkinshaw, J. (2008). Organizational ambidexterity: Antecedents, outcomes, and moderators. Journal of management, 34(3), 375-409.
41. Andriopoulos, C., & Lewis, M. W. (2009). Exploitation-exploration tensions and organizational ambidexterity: Managing paradoxes of innovation. Organization science, 20(4), 696-717.
42. Ghaderi Sheykhee Abadi, M., Nasiri, F., Taajobi, M., & Afzali, A. (2023). Examining the relationship between systematic innovation of schools and organizational entrepreneurship with the mediation of organizational ambidexterity in schools (Case study: Technical and Vocational Schools of Tehran Province). Journal of Innovation and Creativity in Human Science, 12(4), 151-176.
43. Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572.
44. Barinua, V., & Madu-Chima, U. L. (2022). Psychological capital and organizational ambidexterity. Saudi J Bus Manag Stud, 7(4), 114-119.
45. Ghanizadeh, S., Ardabili, F. S., Kheirandish, M., Rasouli, E., & Hassanzadeh, M. (2022). Psychological capital and organizational performance: the mediating role of organizational ambidexterity. Organizacija, 55(3), 214-227.
46. Kassotaki, O. (2022). Review of organizational ambidexterity research. Sage Open, 12(1), 21582440221082127.
47. Marty-Dugas, J., & Smilek, D. (2019). Deep, effortless concentration: Re-examining the flow concept and exploring relations with inattention, absorption, and personality. Psychological research, 83(8), 1760-1777.
48. Jackson, S. A., & Eklund, R. C. (2002). Assessing flow in physical activity: The flow state scale–2 and dispositional flow scale–2. Journal of sport and exercise psychology, 24(2), 133-150.
49. Kawalya, C., Munene, J. C., Ntayi, J., Kagaari, J., Mafabi, S., & Kasekende, F. (2019). Psychological capital and happiness at the workplace: The mediating role of flow experience. Cogent Business & Management, 6(1), 1685060.
50. kameli, S. , zare bahramabadi, M. and Davari, R. (2022). Prediction the experience of Flow at work based on psychological capital: Mediating organizational support. Career and Organizational Counseling, 14(3), 101-124. doi: 10.48308/jcoc.2022.103077.
51. taheri, A. , naami, A. A. , amir fakhraei, A. and atash afrooz, A. (2020). The effect of character strength on academic engagement and academic well-being with mediating use of character strength in students. Journal of Research in Educational Systems, 14(50), 79-96.
52. Freire, C., Ferradas, M. D. M., García-Bértoa, A., Núñez, J. C., Rodríguez, S., & Piñeiro, I. (2020). Psychological capital and burnout in teachers: The mediating role of flourishing. International Journal of Environmental Research and Public Health, 17(22), 8403.
53. Csikszentmihalyi, M. (1997). Finding flow: The psychology of engagement with everyday life. Basic Books.
54. Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological inquiry, 11(4), 227-268.
55. Lavy, S., & Littman-Ovadia, H. (2017). My better self: Using strengths at work and work productivity, organizational citizenship behavior, and satisfaction. Journal of Career Development, 44(2), 95-109.
56. Csikszentmihalyi, M., & Larson, R. (2014). Flow and the foundations of positive psychology (Vol. 10, pp. 978-994). Dordrecht: Springer.
57. moradi, M. , khanjani, M. and asgari, M. (2021). The Relationship Between Character Strengths, Person-Job Fit and Job Involvement with Organizational Well-Being in Social Security. Applied Psychology, 15(3), 476-449. doi: 10.52547/apsy.2021.220404.1001.
58. Gong, Z., Li, M., & Niu, X. (2021). The role of psychological empowerment in reducing job burnout among police officers: a variable-centered and person-centered approach. Sage Open, 11(1), 2158244020983305.
59. Mathew, J., & Nair, S. (2022). Psychological empowerment and job satisfaction: A meta-analytic review. Vision, 26(4), 431-440.
60. abdolmohammadi, H. , Hosseinian, S. and Yazdi, S. M. (2021). Developing job thriving model in relation to emotional intelligence with the mediating role of psychological capital in female elementary school teachers.. Counseling Culture and Psycotherapy, 12(48), 197-218. doi: 10.22054/qccpc.2021.58754.2636.
61. Zagenczyk, T. J., Restubog, S. L. D., Kiewitz, C., Kiazad, K., & Tang, R. L. (2014). Psychological contracts as a mediator between Machiavellianism and employee citizenship and deviant behaviors. Journal of Management, 40(4), 1098-1122.
62. Nair, N., & Bhatnagar, D. (2011). Understanding workplace deviant behavior in Nonprofit Organizations: Toward an integrative conceptual framework. Nonprofit Management and Leadership, 21(3), 289-309.
63. Di Stefano, G., Scrima, F., & Parry, E. (2019). The effect of organizational culture on deviant behaviors in the workplace. The International Journal of Human Resource Management, 30(17), 2482-2503.
64. Raza, B., Ahmed, A., Zubair, S., & Moueed, A. (2019). Linking workplace deviance and abusive supervision: Moderating role of positive psychological capital. International Journal of Organizational Leadership, 8(1), 95-111.
65. Fatima, T., Raja, U., & Jahanzeb, S. (2017). A moderated mediation model of ostracism, psychological capital, need frustration and deviance. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 15372). Briarcliff Manor, NY 10510: Academy of Management.
66. Masoudi Hemmatabadi, F., Haji Hosseini Mesgar, M., Azadyekta, M., & Nasrollahi, B. (2022). Investigating the Relationship between Work-Family Conflict and Job Stress with Emotional Exhaustion with Mediation of Personnel Capabilities in Male and Female Employees of The Islamic Republic of Iran Airlines (HOMA). Applied Family Therapy Journal (AFTJ) , 3(4), 585-601.
67. Golparvar, M. , Fathi, A. , Kazemi, M. and Rahmati Azarmonabadi, A. (2019). Psychological Capital and Organizational Citizenship Behaviors: Comprehensive Evidence from Three Independent Research. Industrial and Organizational Psychology Studies, 6(1), 1-26. doi: 10.22055/jiops.2019.29993.1135.
68. Harzer, C., & Ruch, W. (2013). The application of signature character strengths and positive experiences at work. Journal of Happiness Studies, 14, 965-983.
69. Allan, B. A., Owens, R. L., & Douglass, R. P. (2019). Character strengths in counselors: Relations with meaningful work and burnout. Journal of Career Assessment, 27(1), 151-166.
70. Soares, M. E., & Mosquera, P. (2019). Fostering work engagement: The role of the psychological contract. Journal of business research, 101, 469-476.
71. Ishaq, H. M., & Shamsher, Q. (2016). Effect of breach of psychological contracts on workplace deviant behaviors with the moderating role of revenge attitude and self-control. Pakistan Journal of Commerce and Social Sciences (PJCSS), 10(1), 69-83.
72. Costa, S., & Neves, P. (2017). Job insecurity and work outcomes: The role of psychological contract breach and positive psychological capital. Work & Stress, 31(4), 375-394.
73. Wibowo, T. S. (2022). Psychological contract theory relation to organizational citizenship behavior (OCB) of flight attendants. International Journal of Science, Technology & Management, 3(1), 144-152.
74. Lehner, J. M., Azeem, M. U., Haq, I. U., & Sharif, I. (2014). Moderating role of PsyCap in relationship of psychological contracts, breach and job-outcomes. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 16247). Briarcliff Manor, NY 10510: Academy of Management.
75.Blau, P. (2017). Exchange and power in social life. Routledge.
76.Conway, N., & Briner, R. B. (2012). Investigating the effect of collective organizational commitment on unit‐level performance and absence. Journal of Occupational and Organizational Psychology, 85(3), 472-486.
77. Jansen, J. J., Van Den Bosch, F. A., & Volberda, H. W. (2006). Exploratory innovation, exploitative innovation, and performance: Effects of organizational antecedents and environmental moderators. Management science, 52(11), 1661-1674.
78. Martin, A. J., & Jackson, S. A. (2008). Brief approaches to assessing task absorption and enhanced subjective experience: Examining ‘short’and ‘core’flow in diverse performance domains. Motivation and emotion, 32, 141-157.
79. Jackson, S. A., & Marsh, H. W. (1996). Development and validation of a scale to measure optimal experience: The Flow State Scale. Journal of sport and exercise psychology, 18(1), 17-35.
80. Jalili, F., Arefi, M., Ghomrani, A., & Maneshi, G. (2018). Examining the psychometric features of Academic Flow Questionnaire in Students. Journal of Instruction and Evaluation,41,155-172.
81. Tekleab, A. G., Takeuchi, R., & Taylor, M. S. (2005). Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations. Academy of Management journal, 48(1), 146-157.
82. Golparvar, M., Javadian, Z., & Brazandeh, A. (2011). Contract with Organizational Commitment and Job Satisfaction: Replaceable Variables and Theoretical Relativism. Psychological Models and Methods, 1(3), 51-64.
83. Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of management journal, 38(2), 555-572.
84. Golparvar, M. and Heidarian, S. (2018). Moderating Role of Cultural Values in the Relationship between Perceived Justice and Deviant Behaviors. Strategy for Culture, 10(40), 181-210.
85. Jafari Sirizi, M., Esmaili, A., Khodayari Zarnaq, R., Arabloo, J., & Faraji, O. (2019). Relation between emotional intelligence and organizational citizenship behavior with work deviant behaviors among staff of selected hospitals in Tehran city. Journal of Hospital, 18(2), 21-28.
86. Aghajani, H. , Samadi Miarkolaei, H. and Samadi Miarkolaei, H. (2013). Organizational Citizenship Behavior’s Relationship and Staffs' Psychological Empowerment. Journal of Public Administration, 5(2), 1-18.
87. Mathes, E. W. (2021). An evolutionary perspective on Kohlberg’s theory of moral development. Current Psychology, 40(8), 3908-3921.
88. Boegershausen, J., Aquino, K., & Reed II, A. (2015). Moral identity. Current Opinion in Psychology, 6, 162-166.
89. Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee responsibilities and rights journal, 2, 121-139.
90. Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American psychologist, 44(3), 513.