| Abstract [eng] |
Psychological capital can be defined as the positive and developmental state of an individual. Psychological capital has an influence on attitude, behaviour and results of employees. High psychological capital of employees adds to the value of the organisation, as an aspect of competitive advantage. Even though the consequences of psychological capital are broadly tested, the antecedents are still not clear. Organisational support describes how the organisation supports employees and their well-being. It also measures the appreciation of employees effort and the satisfaction of employees‘ social-emotional needs. Organisational support and psychological capital determine similar organisational consequences, but their influence on each other has not been tested. The main purpose of the research is to find out, if organisational support influences the psychological capital of employees. In order to achieve this purpose, qualitative and quantitative research has been made. Qualitative research was made by doing semi-structured interviews with the supervisors of five organisations, participating in the research. The aim of this research was to gather information about practices that organisations use in order to increase organisational support and to clarify or confirm the structure of the organisational support. This research confirmed that organisational support can be divided into supervisors’ support, organisational policies and personal support. The same five organisations and 116 employees have participated in the quantitative research. In this research two surveys have been distributed, which measure organisational support and psychological capital. The statistical analysis of the results confirmed that organisational support has an influence on psychological capital, however, the separate components of the organisational support do not effect psychological capital. Results showed that in order to increase the psychological capital of the employees, the organisational support should be enhanced. For the future research is recommended to involve broader research sample and research methods, which measure not just the subjective attitude of employees, but also the real expression of psychological capital. The results of this research showed that almost one fifth of psychological capital could be explained by organisational support, therefore, it is important to analyse other aspects, which could affect psychological capital of employees. |
