Effect of psychological capital and proactive personality on training motivation and self development behavior with mediating thriving at work in the social security staff of Ahvaz

Subject Areas : Industrial

Atefe Mohammadhosseini ¹ , Abdulzahra Naami ² , Kioumars beshlide ³ , Esmaeeli Hashemi ⁴

1 - Industrial & Organizational Psychology, Department of Psychology, Faculty of Education & 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 - Professor, Department of Psychology, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

Received: 2020-10-27 Accepted : 2021-01-30 Published : 2024-08-04

Keywords: proactive personality, psychological capital, self-development behaviors, training motivation, Social Security staff,

Abstract :

The purpose of this study was to investigate the effect of psychological capital and proactive personality on training motivation and self-development with mediating thriving at work in the Social Security staff of Ahvaz. The statistical population of this study included 267 employees of Ahvaz Social Security in 2019 who were selected by convenience sampling method. The instrument used in the study were Seibert et al. Proactive Personality Scale (1999), Luthans et al. Psychological Capital Questionnaire (2007), Spreitzer et al. Thriving at Work Scale (2012), Xu Self-Development Behavior Questionnaire (2007), Noe & Wilk Training Motivation Questionnaire (1993), and Xiao Training Transfer Questionnaire (1996). Data analysis was performed using Structural Equation Modeling (SEM) using SPSS and AMOS. Results showed that proposed model fit the data properly. Results also showed that direct effect of proactive personality and psychological capital to thriving at work were significant. In addition, the direct effect of thriving at work at self- development behavior and training motivation were significant. (p<0.0001). The results of indirect pathways showed that proactive personality has a positive effect on training motivation and self-development behavior through thriving at work. But the paths of psychological capital to self-development behavior and training motivation through thriving at work were not significant (p<0.05). Thus, supervisors and managers can encourage their employees to be proactive and innovative in order to increase the positive consequences of individual and organizational thriving.

References:

Alikaj, A., Ning, W., & Wu, B. (2020). Proactive personality and creative behavior: examining the role of thriving at work and high-involvement HR practices. Journal of Business and Psychology, 1-13.
Allen, D. G., Weeks, K. P., & Moffitt, K. R. (2005). Turnover intentions and voluntary turnover: The moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion. Journal of Applied Psychology, 90(5), 980-990.
Bandura, A. (2001). Social cognitive theory: An agentic perspective. Annual Review of Psychology, 52(1), 1-26.
Basinska B. A. (2017) Thriving in a multicultural workplace. In Rozkwitalska M., Sułkowski Ł., & Magala S. (Eds), Intercultural interactions in the multicultural workplace: Contributions to management science (pp. 109-122). Cham: Springer.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.
Boyd, N. M. (2015). Introducing thriving at work to the field of community psychology. Journal of Community Psychology, 43(6), 794-809.
Burke, L. A., & Hutchins, H. M. (2007). Training transfer: An integrative literature review. Human Resource Development Review, 6(3), 263-296.
Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior, 43(3), 169-191.
Den Hartog, D. N., & Belschak, F. D. (2012). When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy. Journal of Applied Psychology, 97(1), 194-202.
Goldstein, I. L., & Ford, J. K. (2002). Training in Organizations: Needs Assessment, Development, and Evaluation (4th ed.). Belmont, CA: Wadsworth Group.
Greenglass, E. R., & Fiksenbaum, L. (2009). Proactive coping, positive affect, and well-being: Testing for mediation using path analysis. European Psychologist, 14(1), 29-39.
Hashemi, S. E., Khajepour, N., & Beshlideh, K. (2019). Designing a model of antecedents and consequences of thriving at work in employees of National Iranian Drilling Company‎. Human Resource Management in Oil Industry, 10(40), 121-146. [Persian]
Hazbeh Khah, E. (2015). Design and test a model of the impact of human resource management measures on some organizational outcomes, with the role of mediating job motivation and psychological capital in the employees of Shahid Tondgovian Petrochemical Company in Mahshahr. Master Thesis, Shahid Chamran University of Ahvaz, Ahvaz. [Persian]
Hooman, H. A. (2005). Structural equation modeling with Lisrel application. Tehran: Samat Publications. [Persian]
Jiang, Z. (2017). Proactive personality and career adaptability: The role of thriving at work. Journal of Vocational Behavior, 98, 85-97.
Khorasani, A., Shams Morekani, Gh., & Mokhtari, Z. (2017). Evaluating the role of individual factor in employees' effective transfer of in-service trainings tothe workplace. Studies in Learning & Instruction, 9(1), 109-128. [Persian]
Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. Journal of Organizational Behavior, 40(9-10), 973-999.
Li, W. D., Fay, D., Frese, M., Harms, P. D., & Gao, X. Y. (2014). Reciprocal relationship between proactive personality and work characteristics: A latent change score approach. Journal of Applied Psychology, 99(5), 948-965.
Li, Z. (2018). The Influence of Job Autonomy on Employee’s thriving at Work: An Innovative Theoretical Framework. Journal of Service Science and Management, 11(6), 618-630.
Luthans, F., Avolio, B. J., Avey, J. B., & Normans, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60(3), 541-572.
Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chines workers: Exploring the relationship with performance. Management and Organization Review, 1(2), 249-271.
Mushtaq, M., Abid, G., Sarwar, K., & Ahmed, S. (2017). Forging ahead: How to thrive at the modern workplace. Iranian Journal of Management Studies, 10(4), 783-818.
Noe, R. A., & Wilk, S. L. (1993). Investigation of the Factors That Influence Employee’s Participation in Development Activities. Journal of Applied Psychology, 78(2), 291-302.
Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2005). Organizational citizenship behavior: Its nature, antecedents, and consequences. California, Tauzand Oaks: Sage Publications.
Parker, S. K., & Ohly, S. (2008). Designing motivating jobs: An expanded framework for linking work characteristics and motivation. In R. Kanfer, G. Chen, & R. D. Pritchard (Eds.), The organizational frontiers series: Vol. 27. Work motivation: Past, present, and future (pp. 233-284). Routledge/Taylor & Francis Group.
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636-652.
Parnoon, M., Naami, A., Hashemi, S. E., Beshlideh, K., & Parnoon, A. A. (2017). Designing and testing a model of precedents and outcomes of occupational commitment in personnel of Khuzestan Steel Company. Iran Occupational Health, 14(2), 114-126. [Persian]
Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35(3), 434-446.
Porath, C. L., & Bateman, T. S. (2006). Self-regulation: From goal orientation to job performance. Journal of Applied Psychology, 91(1), 185-192.
Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior, 33(2), 250-275.
Prem, R., Ohly, S., Kubicek, B., & Korunka, C. (2017). Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work. Journal of Organizational Behavior, 38(1), 108-123.
Rasool, H., Bashir, F., & Nasir, Z. M. (2015). The other side of goal orientation and training outcomes: Mediating role of training motivation. Journal of Service Science and Management, 8(5), 726-740.
Reinhold, S., Gegenfurtner, A., & Lewalter, D. (2018). Social support and motivation to transfer as predictors of training transfer: Testing full and partial mediation using meta‐analytic structural equation modelling. International Journal of Training and Development, 22(1), 1-14.
Rozkwitalska, M., & Basinska, B. A. (2016). Positive psychological capital enhances thriving in the multicultural work environment of multinational corporations. In D. Vrontis, Y. Weber, & E. Tsoukatos (Eds.), Innovation, entrepreneurship and digital ecosystems (pp. 1565-1576). Warsaw: EuroMed Press.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68-78.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84(3), 416-427.
Shan, S. (2016). Thriving at workplace: Contributing to self-development, career development, and better performance in information organizations. Pakistan Journal of Information Management and Libraries, 17, 109-119.
Spreitzer, G. M., & Porath, C. (2012). Creating sustainable performance. Harvard Business Review, 90, 92-99.
Spreitzer, G. M., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. (2005). A socially embedded model of thriving at work. Organization Science, 16(5), 537-549.
Spreitzer, G., Porath, C. L., & Gibson, C. B. (2012). Toward human sustainability: How to enable more thriving at work. Organizational Dynamics, 41(2), 155-162.
Tafvelin, S., & Stenling, A. (2020). A self-determination theory perspective on transfer of leadership training: the role of leader motivation. Journal of Leadership & Organizational Studies, 1-16.
Taqvifar, M. T., Rahimian, H., & Najafi, A. (2015). Investigating the status of education transfer and prioritizing the factors affecting it in the petrochemical industry with the group hierarchy process technique. Quarterly Journal of Training & Development of Human Resources, 6(2), 75-101. [Persian]
Truxillo, D. M., McCune, E. A., Bertolino, M., & Fraccaroli, F. (2012). Perceptions of older versus younger workers in terms of Big Five facets, proactive personality, cognitive ability, and job performance. Journal of Applied Social Psychology, 42(11), 2607-2639.
Xu, Q. (2007). A predictive model of employee self-development: The effects of individual and contextual variables. Irvine: University of California.
Zaeri, S., & Khaje N. (2018). Indirect impact of openness to experience and job performance of nurses: Mediations of proactive personality, occupational embeddedness and subjective occupational success. Quarterly Journal of Nursing Management, 6 (3-4), 38-47. [Persian]