IAHRW International Journal of Social Sciences Review

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Positive Psychological Factors, Role Ambiguity and Organizational Commitment of Public Sector Bank Employees


Affiliations
1 Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, India
     

   Subscribe/Renew Journal


The Public Sector Banks (PSBs), which are the base of the Banking sector in India account for more than 78 per cent of the total banking industry assets. Unfortunately they are burdened with excessive Non Performing assets (NPAs), massive manpower and lack of modern technology. Uncertainty and instability are the norms in today's work environment in the public sector banks. This unpredictability and uncertainty causes an increased level of discomfort and stress for employees and managers as they try to accomplish their day to day objectives and achieve their professional goals. The present examined the nature of the relationship between positive psychological factors such as hope and optimism, role ambiguity and affective, continuance and normative organizational commitment of public sector bank employees. A total number of 100 public sector bank employees were participated in the study Hope and optimism were measured by using positive psychological capital scale developed by Luthans et al. (2007). Participants responses were measured by using Role ambiguity and organizational commitment scale. The data was statistically analyzed through correlation and regression analysis. Research findings partially supported the hypothesized patterns of relationship between the variables in the study. The result findings of the study indicate that hope and optimism are positively and role ambiguity is negatively correlated with organizational commitment.

Keywords

Hope, Optimism, Role Ambiguity, Organizational Commitment, Bank Employees.
User
Subscription Login to verify subscription
Notifications
Font Size

  • Avey, J. B., Wernsing, T. S., & Luthans, F (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44(1), 48-70. http://dx.doi.org/10.1177/0021886307311470

  • Beehr, T.A., Walsh, J.T., & Taber, T.D. (1976). Perceived situational moderators of the relationship between subjective role ambiguity and role strain. Journal of Applied Psychology, 61, 30-34.

  • Boles, J.S., Johnston, M.W., & Hair, J.F (1997). Role stress, work-family conflict and emotional exhaustion interrelationships and effects on some work-related consequences. Journal of Personal Selling and Sales Management, 17(1), 17-28.

  • Baron, R.A. (2010). Job design and entrepreneurship: Why closer connections equals mutual gain. Journal of OrganizationalBehavior, 31, 370-378.

  • Chang, E. C, Rand, K. L., & Strunk, D. R. (2000). Optimism and risk for job burnout among working college students: Stress as a mediator. Personality and Individualfty/ere«ce5,29(2),255-263. http://dx.doi.org/10.1016/S0191-8869(99)00191-9.

  • Carver, C. S., & Scheier, M. S. (2002). Optimism. In C. R. Snyder and S. J. Lopez (Eds.), Handbook of positive psychology (pp. 231-243). Oxford, United Kingdom: Oxford University Press.

  • Choo, F. (1986). Job stress, job performance, and auditor personality characteristics. Auditing: A Journal of Practice and Theory, 5(2), 17-32.

  • Chaudhary, A. (1990). A study of the relationship between job satisfaction and role stress of bank officers. Unpublished Master's thesis, University of Rajasthan, India.

  • Cordes, C.L., & Dougherty, T.W. (1993). Areview and an integration of research on job burnout. Academy of Management Review, 18(4), 621-656.

  • Cooper, C.L. (1991). Stress in organizations, In M. Smit (Ed.), Analyzing organizationalbehavior(pp. 127-153). London:MacMillan.

  • Chang, E. C, Rand, K. L., & Strunk, D. R (2000). Optimism and risk for job burnout among working college students: Stress as a mediator. Personality and Individual Differences, 29(2), 255-263. hrtp://dx.doi.org/10.1016/S0191-8869(99)00191-9

  • Dyer, S., & Quine, L. (1998). The effects of job demands and control on employee attendance and satisfaction. Journal of Organizational Behavior, 12, 595-608.

  • Fry, R S. (1995). Perfectionism, humor and optimism as moderators of health outcomes and determinants of coping styles of women executives. Genetic, Social and General Psychology Monographs, 727(2), 211-245.

  • Gmelch, W.H., &Chan, W. (1994). Thriving on stress for success. Thousand Oaks, CA: Corwin Press.

  • Jackson, S.E., & Schuler, RS. (1985). A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings. Organisational Behaviour and Human Decision Processes, 36(X), 16-78.

  • Kahn, R.L., Wolfe, D.M., Quinn, R., Snoek, J., & Rosenthal, R. (1964). Organizational stress: Studies in role conflict and role ambiguity. New York: Riley.

  • Karasek, R.A. (1979). Job demands, job decision latitude andmental strain: Implication forjob redesign. Administrative Science Quarterly, 24, 285-308.

  • Kluemper, D. H., Little, L. M., & DeGischolar_main, T (2009). State or trait: Effects of state optimism on job-related outcomes. Journal of Organizational Behavior, 30,209-231. http://dx.doi.org/10.1002/job.591

  • Luthans, E, Youssef, C. M., & Avolio, B. J. (2007). Psychological capital, developing the human competitive edge. New York, NY, US: Oxford University Press.

  • Luthans, E, Youssef, CM., & Avolio, B.J. (2007). Psychological capital. New York: Oxford University Press.

  • Luthans, E, & Youssef, C. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive. Advantage - Organizational Dynamics, 33(2), 143-160. http://dx.doi.0rg/lO.lOl6/j.orgdyn. 2004.01.003

  • Luthans, E, Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-employee performance relationship. Journal of Organizational Behavior, 29(2), 219-238. http://dx.doi.org/10.1002/job.507

  • Muchinsky, P. (1997). Psychology applied to work: An introduction to industrial and organizational psychology (5th ed.). Pacific Grove, CA: Brookes/Cole Publishers.

  • Martin, K., Sarrzon, P. G., Peterson, C, & Famose, J. P. (2003). Explanatory style and resilience after sports failure. Personality and Individual Differences, 35,1685-1695. hrtp://dx.doi.org/10.1016/S0191-8869(02)00390-2

  • Peterson C. (2000). The future of optimism. American Psychologist, 55, 44-55. http://dx.doi.org/10.1037/0003-066X.55.L44

  • Peterson, C. (2000). The future of optimism. American Psychologist, 55, 44-55. http://dx.doi.org/10.1037/0003-066X.55.L44

  • Sinha, S. P., Talwar, T., & Rajpal, R. (2002).Co relational study of organizational commitment, self-efficacy and psychological barriers to technological change. Psychologia, 45,176-183.

  • Sharma, R., & Singh, S. (1991). Organizational commitment among Indian managers. NIPM Reaserch Senes, New Delhi Wiley Estern Ltd.

  • Seligman,M. E. P. (1998). Learned optimism. New York: Pocket Books.

  • Schneider, B. (2001). Fits about fit. Applied Psychology: An International Review, 50(1), 141-152. http://dx.doi.org/10.llll/1464-0597.00051

  • Shahnawaz, M. G., & Jafri, M. H. (2009). Psychological capital as predictors of organizational commitment and organizational citizenship behaviour. Journal of the Indian Academy of Applied Psychology, 35,78-84.

  • Snyder, C. R (2000). Handbook of'hope. San Diego: Academic Press.

  • Snyder, C. R, & Lopez, S. (2002). Handbook of positive psychology. Oxford, UK: Oxford University Press.

  • Snyder, C. R., & Lopez, S. (Eds.) (2002). Handbook of positive psychology. Oxford. United Kingdom: Oxford University Press.

  • Snyder, C. R., Irving, L., & Anderson, J. R (1991). Hope and health: Measuring the will and the ways. In C. R Snyder and D. R. Forsyth (Eds.), Handbook of social and clinical psychology: The health perspective (pp. 285-305). Elmsford,NY:Pergamon Press.

  • Snyder, C. R., Lapointe, A. B., Crowson, J. I Jr., & Early, S. (1998). Preferences of highand low-hope people for self-referential input. Cognition and Emotion, 12, 807-823. http://dx.doi.org/10.1080/026999398379448

  • Snyder, C. R, Rand, K. L., & Sigmon, D. R. (2002). Hope theory. In C. R. Snyder and S. Lopez (Eds.), Handbook of positive psychology (pp. 257-276). Oxford: United Kingdom: Oxford University Press.

  • Snyder, C. R., Sympson, S. C, Ybasco, E C, Borders, T E, Babyak, M. A., & Higgins, R L. (1996). Development and validation of the state hope scale. Journal of Personality and Social Psychology, 70(2), 321-335. http://dx.doi.org/10.1037/0022- 3514.70.2.321.

  • Shahu, R, & Gole, S.V. (2008). Effect of job stress and job satisfaction on perfoimMice: An empiricaistudy. AIMS International Journal of Management, 2(3), 237-246.

  • Srivastava & Shalini (2009). Locus of control as a moderator for relationship between organizational role stress and managerial effectiveness. Vision-The Journal of Business Perspective, 73(4), 49-61.

  • Strutton, D., & Lumpkin, J. (1992). Relationship between optimism and coping strategies in the work environment. Psychological Reports, 71, 1179-1187. http://dx.doi.org/10.2466/pr0.1992.71.3f.1179

  • Ursprung, A.W. (1986). Incidence and correlates of burnout in residential service settings, Rehabilitation Counselling Bulletin, 29, 225-239.

  • Wrosch, C, & Scheier, M. E (2003). Personality and quality of life: The importance of optimism and goal adjustment. Quality of Life Research, 12(1), 59-72. http://dx.doi.Org/10.1023/A:1023529606137

  • Zhou, J., & George, J. M. (2003). Awakening employee creativity: The role of leader emotional intelligence. The Leadership Quarterly, 14, 545-568. http://dx.doi.org/10.1016/S1048 9843(03)00051-1


Abstract Views: 249

PDF Views: 0




  • Positive Psychological Factors, Role Ambiguity and Organizational Commitment of Public Sector Bank Employees

Abstract Views: 249  |  PDF Views: 0

Authors

Siddharth Soni
Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, India
Manisha Agarwal
Department of Psychology, Banaras Hindu University, Varanasi, Uttar Pradesh, India

Abstract


The Public Sector Banks (PSBs), which are the base of the Banking sector in India account for more than 78 per cent of the total banking industry assets. Unfortunately they are burdened with excessive Non Performing assets (NPAs), massive manpower and lack of modern technology. Uncertainty and instability are the norms in today's work environment in the public sector banks. This unpredictability and uncertainty causes an increased level of discomfort and stress for employees and managers as they try to accomplish their day to day objectives and achieve their professional goals. The present examined the nature of the relationship between positive psychological factors such as hope and optimism, role ambiguity and affective, continuance and normative organizational commitment of public sector bank employees. A total number of 100 public sector bank employees were participated in the study Hope and optimism were measured by using positive psychological capital scale developed by Luthans et al. (2007). Participants responses were measured by using Role ambiguity and organizational commitment scale. The data was statistically analyzed through correlation and regression analysis. Research findings partially supported the hypothesized patterns of relationship between the variables in the study. The result findings of the study indicate that hope and optimism are positively and role ambiguity is negatively correlated with organizational commitment.

Keywords


Hope, Optimism, Role Ambiguity, Organizational Commitment, Bank Employees.

References