Psychological Capital and Work Stress Mediated by Authentic Leadership and Moderated by Gender
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Mar 26, 2024
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Abstract
The purpose of this study was to validate a model that examines the effect of psychological capital on work stress, the mediation of authentic leadership, and the moderating effect of gender on this relationship. The study used a structural equation analysis to validate the research hypotheses in a sample of firms from different industries. The results confirm that psychological capital has a negative impact on work stress, as well as a positive relationship with authentic leadership, and the latter has a negative impact on work stress. The mediating effect of authentic leadership on the relationship between psychological capital and work stress was also confirmed. In addition, gender moderation shows that the impact of psychological capital on reducing work stress is stronger for women than for men. The findings provide conceptual information for improving employee performance by empirically validating the relationship between three constructs that have not previously been studied in an integrated manner. It also takes into account the differences between men and women in coping with work stress, which is very important for organizations. The surveys of the constructs studied are a potential source of information for managers because they help identify factors that contribute to improved employee performance. As with all research that examines psychological constructs, the present study has limitations related to the operationalization of these constructs. Future studies could replicate and extend the research in other economic sectors and with other demographic and cultural variables. The influence of other contexts on the relationships studied could be identified.
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[11] Çelik, M. (2017). The effect of psychological capital level of employees on workplace stress and employee turnover intention. Innovar, 28(68), 67-75. https://doi.org/10.15446/innovar.v28n68.70472
[12] Chin, W., Marcolin, B., & Newsted, P. (2003). A partial least squares latent variable modeling approach for measuring interaction effects: Results from a Monte Carlo simulation study and an electronic-mail emotion/adoption study. Information Systems Research, 14(2), 189-217. https://doi.org/10.1287/isre.14.2.189.16018
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[14] Corbu, A., Peláez Zuberbühler, M., & Salanova, M. (2021). Positive psychology micro-coaching intervention: Effects on psychological capital and goal-related self-efficacy. Frontiers in Psychology, 12, Article 566293.
[15] Crawford, J., Dawkins, S., Martin, A., & Lewis, G. (2020). Putting the leader back into authentic leadership: Reconceptualising and rethinking leaders. Australian Journal of Management, 45(1), 114-133. https://doi.org/10.1177/0312896219836460
[16] Daraba, D., Wirawan, H., Salam, R., & Faisal, M. (2021). Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance. Cogent Business & Management, 8(1), Article 1885573. https://doi.org/10.1080/23311975.2021.1885573
[17] Donkor, F., Appienti, W., & Achiaah, E. (2022). The impact of transformational leadership style on employee turnover intention in state-owned enterprises in Ghana. The mediating role of organisational commitment. Public Organization Review, 22, 1-17. https://doi.org/10.1007/s11115-021-00509-5
[18] Elci, M., Sener, I., Aksoy, S., & Alpkan, L. (2012). The impact of ethical leadership and leadership effectiveness on employees’ turnover intention. The mediating role of work-related stress. Procedia - Social and Behavioral Sciences, 58(12), 289-297. https://doi.org/10.1016/j.sbspro.2012.09.1003
[19] Finch, J., Farrell, L., & Waters, A. (2020). Searching for the HERO in youth: Does psychological capital (PsyCap) predict mental health symptoms and subjective wellbeing in Australian school aged children and adolescents? Child Psychiatry & Human Development, 5(1), 1025-1036. https://doi.org/10.1007/s10578-020-01023-3
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