A research on the impact of psychological capital to job satisfaction, job performance and intention to quit

Psychological capital has been defined as the group of positive and improvable features that an individual owns. Bringing forth innovative perspectives to the scientific fields of human resources and corporate behavior, psychological capital entails four sub-factors; namely self-efficacy, optimism, hope and resilience. Within the mentioned scope, a research covering 572 people from various sectors has been realized. The first phase of the research is comprised of the application of the psychological capital scale. Consequently, the structure consisting of the pre-mentioned four factors has been verified through the certifying factor analysis. With regard to the analysis at the second phase, two clarifications have been made: it has been found out that while psychological capital is positively correlated with job satisfaction and job performance, there is negative relationship between psychological capital and intention of leave. The sub-level analysis also showed that hope is positively interrelated to job satisfaction while it is negatively interrelated to intention of leave. It has additionally been concluded that the job satisfaction and job performance are positively influenced by resilience factor. Job performance is higher in employees with high-level of self-efficacy.