Wyniki wyszukiwania - Biblioteka Nauki

1

The influence of psychological capital on the growth intentions of entrepreneurs: A study on Malaysian SME entrepreneurs

100%

Hanafiah M. H. , Yousaf S. U. , Usman B.

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2017

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tom Volume 13

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nr Issue 5

556-569

EN

Growth of entrepreneurial ventures plays important role in a country’s economic development and entrepreneurs’ growth intention is considered as an important predictor of their venture growth. On the other hand, Psychological capital (PsyCap) is one such resource which can influence attitudes and behaviours like growth intentions of entrepreneurs. This study is aimed to investigate the relationship between psychological capital and growth intentions of entrepreneurs specifically in Malaysian context. The data was collected from 275 Malaysian SME entrepreneurs and Regression analysis reveals that PsyCap, as a core construct, positively and significantly influences the growth intentions of entrepreneurs. Further, it is also identified that two out of four dimensions of PsyCap (hope and self-efficacy) have significant and positive influence on entrepreneurs’ growth intentions. It is also revealed that PsyCap, as a core construct, more powerfully predicts the growth intentions as compared to its first order constructs separately. This finding highlights the significance of PsyCap as a core construct in entrepreneurial researches. It contributes knowledge to psychological capital and entrepreneurship literature and also has implications for existing and prospective entrepreneurs as well as government and private bodies.

2

Innovative Work Behavior and Psychological Capital - Analysis of Relationships

100%

Wojtczuk-Turek A.

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nr nr 3 (19)

71-88

XX

Celem badania jest poszukiwanie podmiotowych uwarunkowań innowacyjnego zachowania w pracy, rozumianego jako generowanie, promowanie i wdrażanie pomysłów. Stwierdzone w dotychczasowych badaniach związki zachowania innowacyjnego ze zmiennymi podmiotowymi uzasadniają potrzebę włączenia do badań kapitału psychologicznego - obejmującego nadzieję, optymizm, skuteczność i odporność, jako zmiennej wyjaśniającej. Badaniami objęto pracowników różnych szczebli średnich i dużych firm, działających na terenie Polski. Zgodnie z hipotezą innowacyjne zachowanie jest związane z kapitałem psychologicznym. Wyniki wielokrotnej analizy regresji ukazują, że trzy wymiary: "przekonanie o własnej skuteczności", "nadzieja", "odporność" są głównymi predyktorami innowacyjnego zachowania w pracy. (abstrakt oryginalny)

EN

The purpose of the this study is to identify individual predicators of employees‟ innovative work behavior (IWB), defined as generating, promoting, and implementing ideas. Research to date confirms the relationships between innovative behavior and these individual predicators, which strengthens the justification, and need, for including psychological capital - comprised of hope, optimism, efficacy and resilience - into research as an explanatory variable. The study included research which covered employees from medium-sized and large companies operating in Poland. As hypothesized, innovative work behavior was found to be related to employees‟ psychological capital. The results of multiple regression analysis show that three dimensions, "self-efficacy", "hope" and "resilience", are the main predictors of innovative work behavior. (original abstract)

3

Psychologiczna wartość dodana (PVA) jako efekt ewolucji mierników wartości organizacji

84%

Mazur K.

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tom 12

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nr nr 1

13-16

XX

Celem artykułu jest przedstawienie roli ujęć kapitałowych uwzględniających czynnik ludzki w procesie określania wartości ze szczególnym uwzględnieniem sfery psychologicznej. W sposób szczególny została opisana kategoria kapitału psychologicznego. Przeprowadzono analizę literatury w zakresie podstawowych koncepcji związanych z przedstawioną problematyką. Zdefiniowano kapitał psychologiczny i jego elementy oraz ukazano jego znaczenie w procesie tworzenia wartości w organizacji gospodarczej Badania zostały przeprowadzone na podstawie literatury światowej z wykorzystaniem dostępu do czasopism w formie elektronicznej. Praca ma charakter koncepcyjny, a jej uwieńczeniem jest model procesu tworzenia psychologicznej wartości dodanej. (abstrakt oryginalny)

EN

The essence of the article is the role of capital depictions including human factor in the process of defining the value with the special emphasis of psychological aspects. Another issue undertaken by the Author evolution of capital depictions taking into consideration human factor and positive psychology capital as a new approach to the process of building the value The concept of psychological capital has been described. The paper consists of literature review concerned with concepts of psychological aspects of value creation. The main components of psychological capital (PsyCap) has been described: resiliency, self-efficacy, optimism and hope. In this conceptual work, with support of world literature findings and concepts, Author developed a model of psychological value creation. (original abstract)

4

Microfinance Services and MSE Growth in Pakistan: The Mediating Perspective of Social and Psychological Capital

84%

Jalil M. F. , Ali A. , Ahmed Z.

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tom 18

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nr nr 1 Entrepreneurship and Innovation in the Age of Digital Transformation

93-129

XX

CEL: W dobie globalizacji i konkurencji na prężnie rozwijającym się rynku, mikro i małe przedsiębiorstwa (MSE) poszukują zrównoważonego rozwoju poprzez konsumpcję różnorodnych zasobów. Wcześniejsze badania wykazały, że usługi finansowe i mikrofinansowania są podstawowymi czynnikami przetrwania MŚP. Jednak nadal brakuje charakterystycznej roli innych usług mikrofinansowych, takich jak mikrokredyty, mikrooszczędności, mikroubezpieczenia, szkolenia i sieci społecznościowe, w osiąganiu znacznego wzrostu sektora MSE, co wyjaśnia, dlaczego MSE tworzą tak mały wkład w gospodarkę Pakistanu. Dlatego głównym celem badania jest rozważenie wpływu usług mikrofinansowych na rozwój MSE w Pakistanie, ponieważ MSE są najbardziej wrażliwą grupą w kraju i na całym świecie. Ponadto badanie to określiło również pośredniczącą rolę kapitału społecznego i psychologicznego w zwiększaniu produktywności usług mikrofinansowych dla MŚP. METODYKA: Skontaktowano się z 770 respondentami z miast metropolitalnych w Pakistanie, a odsetek odpowiedzi wyniósł 64%. Po przejrzeniu danych tylko 357 kwestionariuszy zostało wypełnionych pod każdym względem, więc zostały one początkowo wprowadzone do programu komputerowego, a następnie zaimportowane do dalszej analizy. Ustrukturyzowane kwestionariusze posłużyły do zebrania danych od 357 mikro i małych przedsiębiorstw działających na rozwijającym się rynku Pakistanu. Wyprowadzone hipotezy zweryfikowano za pomocą modelowania równań strukturalnych (SEM) przy użyciu AMOS 21. WYNIKI: Wyniki badania wykazały, że usługi mikrofinansowe odgrywają zasadniczą rolę w promowaniu rozwoju MSE. Usługi instytucji mikrofinansowych, takie jak mikrokredyty, mikrooszczędności, mikroubezpieczenia i szkolenia, odgrywają ważną rolę w rozwoju MŚP. Ponadto kapitał społeczny i psychologiczny są kluczowymi czynnikami, które częściowo pośredniczą w związku między usługami mikrofinansowymi a wzrostem MSE w Pakistanie. Ograniczeniem tego badania jest dostosowanie projektu przekrojowego do zbierania danych. Badania podłużne w różnych ramach czasowych mogą dawać zróżnicowane wyniki. IMPLIKACJE: Badanie sprawia wrażenie, że instytucje mikrofinansowe, praktycy i inni decydenci powinni poszerzyć swój zasięg, aby oferować usługi mikrofinansowe i wspierać pożyczki lub szkolenia grupowe, aby zmaksymalizować swój kapitał społeczny i psychologiczny, dzięki któremu MŚP mogą w stanie osiągnąć znaczny wzrost. ORYGINALNOŚĆ/WARTOŚĆ: To badanie empiryczne wnosi wkład do literatury na temat usług mikrofinansowych i wzrostu MSE, koncentrując się na pośredniczącym efekcie kapitału społecznego i psychologicznego oraz zapewniając podstawę do dalszych badań. (abstrakt oryginalny)

EN

PURPOSE: In the era of globalization and competition in a vigorous market, micro and small enterprises (MSEs) look for sustainable growth by consuming diverse resources. Previous studies have identified that financial services of microfinance are essential drivers for SMEs' survival. Yet, the feature role of other microfinance services, such as micro-credit, micro-savings, micro-insurance, training, and social networking, to achieve substantial growth of the MSE sector is still lacking, which explains why MSEs make such a small contribution to Pakistan's economy. Therefore, the main purpose of the research is to consider the impact of microfinance services on the growth of MSEs in Pakistan, as MSEs are the most vulnerable group in the country and throughout the world. Moreover, this study also identified the mediating role of social and psychological capital in enhancing the productivity of microfinance services for MSEs. METHODOLOGY: 770 respondents from metropolitan cities in Pakistan were contacted for the survey, and the response rate was 64%. After screening the data, only 357 questionnaires appeared to be completed in all respects, so they were initially fed into the computer spread and then imported for further analysis.Structured questionnaires were used to collect the data from 357 micro and small enterprises operating in the developing market of Pakistan. Derived hypotheses were verified through Structural Equation Modelling (SEM) using AMOS 21. FINDINGS: The study's findings revealed that microfinance services have an essential role in promoting MSE growth. Microfinance institutions' services, such as micro-credit, micro-savings, micro-insurance, and training, play an important role in the development of MSEs. Moreover, social and psychological capital are the crucial factors that partially mediate the relationship between microfinance services and MSE growth in Pakistan. The limitation of this study is the adaptation of a cross-sectional design to collect the data. Longitudinal research at different time frames may present diversified results. IMPLICATIONS: The study gives the impression that institutions of microfinance, practitioners, and other policymakers should enhance their perimeter to offer microfinance services and support group-based lending or training to maximize their social and psychological capital, through which MSEs may be able to attain substantial growth. ORIGINALITY/VALUE: This empirical study contributes to the literature on microfinance services and MSE growth by focusing on the mediating effect of social and psychological capital, and providing the foundation for further studies. (original abstract)

5

Positive Psychological Capital, Market Orientation, and Business Performance of Family Business in the Culinary Sector: a Research Study

84%

Hasan M. , Musa C. I. , Arismunandar , Azis M. , Tahir T.

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nr nr 3

97-112

EN

This study aims to determine the effect of positive psychological capital and market orientation on the performance of the culinary sector family business. The unit of analysis in this study was 121 culinary sector family businesses in Makassar, South Sulawesi Province, Indonesia, which were determined by purposive proportional random sampling. The statistical testing method was used to analyze the various problems associated with the hypothesis. This is to enable further generalization using the partial least square (PLS) analysis which includes designing structural (inner model) and measurement models (outer model), constructing diagram path, and making conversion path diagram to the system of equations, as well as the estimation, evaluation of the goodness of fit, and hypothesis testing. The result showed that positive psychological capital and market orientation have a significant influence on the performance of the culinary sector family business. (original abstract)

6

Is the Role of Authentic Leadership Effective in Managing Occupational Stress and Psychological Capital?

84%

Haque A. U. , Sher A. , Urbański M.

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2020

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tom 8

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nr nr 2

59-77

EN

This study examines the role of an authentic leadership style in managing levels of occupational stress of employees working in the IT sectors of Pakistan and the UK. By combining strata, purposive and convenience sampling techniques, we gathered data from 220 employees working in software houses in both economies by means of a cross-sectional research design. The measurement model confirmed the reliability and validity of the distinctive variables while Partial Least Square Structural Equation Modeling (PLS-SEM) and correlation were deployed to assess the relationship between the research variables. The findings of the study confirmed that an authentic leadership style is effective in managing occupational stress, specifically organisational and personal stressors of employees working on time-bound projects. Additionally, authentic leadership is effective in developing psychological capital. The research framework is effective for improving employees' work efficiency through stress reduction and the development of psychological capital under an authentic leadership style. (original abstract)

7

Strengthening Psychological Capital as an Important Element of Sustainable Employee Development in the Context of Requirements and Resources in the Workplace

84%

Wojtczuk-Turek A.

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2020

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nr nr 3(57)

37-49

EN

The article discusses the issue of strengthening psychological capital as an element of sustainable employee development. Psychological capital (PsychCap), consisting of effectiveness, optimism, hope, and resilience is an important element of employees' subjective resources, which may contribute to effective completion of professional tasks and high levels of engagement, and at the level of subjective effects - psychological well-being. Activities aimed at developing particular components of PsychCap in the organisation may be carried out as part of specially planned, organised and systematically conducted interventions, coaching, as well as meetings of the manager with his/her subordinate team.(original abstract)

8

Przywództwo w kontekście pozytywnym - autentyczność lidera i kapitał psychologiczny

84%

Zbierowski P.

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nr nr 2

153-166

XX

Artykuł wypełnia zidentyfikowaną teoretyczną i empiryczną lukę badawczą dotyczącą relacji między kapitałem psychologicznym lidera i poziomem jego/jej autentyczności. Jego celem jest teoretyczne i empiryczne zbadanie wpływu kapitału psychologicznego na przywództwo autentyczne. W artykule zaprezentowano kolejno: filozofię pozytywnej teorii organizacji, koncepcje przywództwa autentycznego i kapitału psychologicznego, wyprowadzenie hipotezy, metodykę i wyniki badań, ich omówienie, znaczenie, implikacje praktyczne, ograniczenia i kierunki badań w przyszłości. Badania wskazały, że przywództwo autentyczne znajduje się pod umiarkowanym wpływem kapitału psychologicznego, w szczególności nadzieja wpływa na samoświadomość, a optymizm i odporność wpływają na zinternalizowaną perspektywę moralną.(abstrakt oryginalny)

EN

The paper fills the theoretical and empirical gaps concerning the relation between psychological capital (PsyCap) of the leader and the degree of his/her authenticity. Its purpose is to theoretically and empirically test the impact of PsyCap on authentic leadership. The paper presents the philosophy of positive organizational scholarship (POS), the concepts of psychological capital and authentic leadership, hypothesis development, research methods and results, their discussion, significance, practical implications, limitations and future research directions. The research revealed that authentic leadership is under medium influence of psychological capital, more specifically, hope is the determinant of self-awareness and optimism and resilience are antecedents of internalized moral perspective.(original abstract)

9

The Influence of Psychological Capital on the Growth Intentions of Entrepreneurs: A Study on Malaysian SME Entrepreneurs

84%

Hanafiah M. H. , Yousaf S. U. , Usman B.

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nr vol. 13, iss. 5

556-569

EN

Growth of entrepreneurial ventures plays important role in a country's economic development and entrepreneurs' growth intention is considered as an important predictor of their venture growth. On the other hand, Psychological capital (PsyCap) is one such resource which can influence attitudes and behaviours like growth intentions of entrepreneurs. This study is aimed to investigate the relationship between psychological capital and growth intentions of entrepreneurs specifically in Malaysian context. The data was collected from 275 Malaysian SME entrepreneurs and Regression analysis reveals that PsyCap, as a core construct, positively and significantly influences the growth intentions of entrepreneurs. Further, it is also identified that two out of four dimensions of PsyCap (hope and self-efficacy) have significant and positive influence on entrepreneurs' growth intentions. It is also revealed that PsyCap, as a core construct, more powerfully predicts the growth intentions as compared to its first order constructs separately. This finding highlights the significance of PsyCap as a core construct in entrepreneurial researches. It contributes knowledge to psychological capital and entrepreneurship literature and also has implications for existing and prospective entrepreneurs as well as government and private bodies.(original abstract)

10

How Can the Organizational Commitment of Pakistan Railways' Employees Be Improved? The Moderating Role of Psychological Capital

84%

Nawaz M. , Bhatti G. A. , Ahmad S. , Ahmed Z.

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nr nr 1 Innovation, Entrepreneurship and Psychological Traits as Factors Influencing Productivity

123-141

XX

Niniejsze badania realizują dwa główne cele. Pierwszym z nich było zbadanie związku i wpływu wzajemnych relacji pracowników na ich zaangażowanie organizacyjne przy dwóch założeniach: uwzględnieniu i braku uwzględnienia moderującej roli kapitału psychologicznego. Za drugi z celów przyjęto zbadanie związku kultury organizacyjnej i zaangażowania organizacyjnego, przy tych samych dwu założeniach. Niniejsze badanie ma charakter przekrojowy, w którym zbierano dane od kadry zarządzającej kolei w Pakistanie. Podczas badania moderującego wpływu kapitału psychologicznego na związek wzajemnych powiązań i zaangażowanie organizacyjne, okazało się, że kapitał psychologiczny wzmacnia relacje partnerskie i zaangażowanie organizacyjne, a także wzmacnia związek kultury organizacyjnej i zaangażowania organizacyjnego. (abstrakt oryginalny)

EN

The purpose of this research is twofold: firstly it was planned to examine the relationship and impact of peer-relationship on organizational commitment by means of and without the moderating role of psychological capital. Secondly, the researchers aimed to examine the association of organizational culture and organizational commitment, similarly, by way of and without the moderating effect of psychological capital. This study is cross-sectional by nature in which data were collected from the operational staff of Pakistan railways. While investigating the moderating impact of psychological capital on the association of peer relationship and organizational commitment, it was found that psychological capital strengthens the relationship of peer relationship and organizational commitment; and also strengthens the relationship of organizational culture and organizational commitment as well. (original abstract)

11

Psychological Capital and Leadership Role under the Turbulent Conditions in Banking Sector

67%

Momot V. , Lytvynenko O.

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nr nr 4

82-90

EN

The article discusses the problems of commercial banks related to the coping with abrupt changes in activities organization due to quarantine and moving to partially remote work. The theoretical considerations concerning psychological capital role at organization operating under the unstable conditions are given and hypothesis regarding psychological capital, its individual components, leadership, leadership styles (types) and the overall effectiveness of the organization are formulated. Empirical evidence which proves formulated hypothesis is presented. Concepts of psychological health and psychological competences are presented. The research conducted shows that the psychological capital of financial institutions employees being monitored during COVID-19 quarantine at Spring 2020 is positively correlated with the impact of transformational leadership on the organization effectiveness. (original abstract)

12

Relationship between Leaders' and Followers' Psychological Capital and the Mediating Role of Pos and Authentic Leadership

67%

Gojny-Zbierowska M.

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tom 9

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nr nr 2

89-104

EN

Purpose: The purpose of this paper is to investigate the relationship between leader and employee psychological capital. Drawing from positive psychology theory and social learning theory, the main hypothesis is that leader psychological capital is associated with employee psychological capital. The further hypotheses are based in social exchange theory and associated organizational support theory and propose that this relationship is explained through perceived organizational support and authentic leadership. Design/methodology: Multi-source data came from random sample of 406 enterprises in Poland. A cross-sectional survey study was conducted using personal interview (CAPI) on 406 leaders and theirs 406 employees. In this investigation participants assessed their psychological capital. Furthermore, the followers were asked to evaluate their leaders in terms of being authentic and to rate their own level of perceived organizational support.Findings: The results suggest that the relationship between leader psychological capital and employee psychological capital which is proved, is mediated but not by perceived organizational support. The relationship between leader psychological capital and employee psychological is partially mediated by authentic leadership. Results also indicate that authentic leadership may be a better predictor of perceived organizational support then psychological capital. In addition, there is a significant positive relationship regarding the leader psychological capital and authentic leadership.Practical implications: Organizations can increase employee psychological capital, by paying attention to the psychological capital of their leaders and perceived organizational support of fol-lowers. Fostering leaders psychological capital organizations help leaders became more authentic what have a positive impact on their followers.(original abstract)

13

Intercultural Interactions at Multinational Corporations' Workplace : Grounded Theory

67%

Rozkwitalska M. , Basińska B. , Chmielecki M. , Przytuła S. , Sułkowski Ł.

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nr nr 1

3-31

EN

Purpose: Due to globalization and the global mobility of workforce, working in multicultural environments is a new challenge for employees and managers. The aim of the paper is to analyze the social interactions in multicultural environments of multinational corporations (MNCs) as well as to propose a model of intercultural social interactions in MNCs' specific context. Design/methodology/approach: The grounded theory approach was applied to create a model of intercultural interactions in MNCs. The data was obtained during the qualitative research based on comparative case studies collected in 5 MNCs' subsidiaries. Findings: The proposed model refers to the following concepts: 1) Lazarus's transactional stress theory states that job demands may be assessed as hindrances or challenges. The specific job demands that affect intercultural interactions are multilingualism, cultural diversity, cross-cultural adjustment and team work. 2) Positive psychological capital and an individual's acquired resources are in relation with intercultural interactions. 3) According to Bandura's agentic perspective, individuals take an active role in shaping social interactions and work environment. 4) Being an agent relates to Spreitzer's thriving concept that can serve as a mechanism of relations between the interactions undertaken due to MNCs' specific job demands and their outcomes. Research limitations/implications: The qualitative methodology applied to the research does not allow for a broader generalization of the results. The outcomes of intercultural interactions depend mainly on how individuals assess their job demands in MNCs. Practical implications: Since the workplace in MNCs is abundant in learning opportunities, the managers of MNCs need to hire employees who exhibit needs for growth and development to boost thriving in their organizations. Additionally, these managers should search for employees with experience of multicultural settings and a signifi cant capacity of positive psychological capital, thanks to which they are likely to benefi t more from intercultural social interactions. More concern should be put on training the employees' language skills since it may build their self-eff icacy in intercultural interactions. Originality/value: The proposed model focuses on social interactions in MNCs' unique context. The empirical fi ndings were interpreted with regard to psychological and sociological theories and the Positive Organizational Scholarship lens. (original abstract)

14

Innovative Behavior and Psychological Capital: Does Positivity Make any Difference

67%

Sameer Y. M.

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2018

|

nr nr 32

75-101

EN

Aim/purpose - Despite increasing importance of fostering innovation among employees, and the growing interest in Positive Organizational Behaviour (POB) constructs, little empirical research has been conducted on the topic of innovation with POB. Moreover, though research proved significant relationship between positive psychological capital (PsyCap) and creative performance, no studies examined PsyCap with innovative behavior. Thus, the purpose of this paper is to examine the link between positive psychological capital and innovative behavior as well as the link between innovative behavior and job satisfaction as well as engagement. Design/methodology/approach - Using regression analyses, data were obtained from Egyptian professionals (N = 250). The survey included measures of psychological capital and innovative behavior as well as job satisfaction and engagement. Findings - Regression analyses reveal that PsyCap, with its four components of hope, optimism, resilience and efficacy, predict innovative behavior, which in turn affects satisfaction and engagement. Research implications/limitations - Limitations, contributions and recommendations for future research are noted. Results contribute to a better understanding of how psychological capital enhances Innovative behavior in the workplace, which in turns, enhances job satisfaction and engagement. Originality/value/contribution - The study is the first to examine the relationship between psychological capital and innovative behavior.(original abstract)

15

Citizenship Behaviors in the Workplace : the Relationships between Psychological Capital and Leader-Member Exchange : the Mediating Role of Organizational Justice and Job Satisfaction

67%

Turek D.

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nr nr 4 (28)

159-185

XX

Celem artykułu jest ukazanie i wyjaśnienie, w jaki sposób pozytywne cechy pracowników (kapitał psychologiczny), tj. optymizm, nadzieja, odporność i poczucie samoskuteczności, a także relacje wymiany pracownik-przełożony wyzwalają gotowość jednostek do podejmowania aktywności wykraczającej poza formalnie zdefiniowaną rolę zawodową. Przesłanki teoretyczne wskazują, że dyspozycje jednostek, podobnie jak relacje pracowników z przełożonymi mogą stanowić dobry predyktor zachowań jedynie w sytuacjach, gdy jako zmienne pośredniczące (mediatory) ujmuje się postawy jednostek. Na podstawie analizy dotychczasowego dorobku badawczego skonstruowano model teoretyczny, zawierający bezpośrednie i pośrednie (mediująca rola sprawiedliwości organizacyjnej i satysfakcji z pracy) związki przyczynowe, który następnie poddano empirycznej weryfikacji. Na postawie badań na populacji 226 osób wykazano, że kapitał psychologiczny i LMX w sposób umiarkowany korelują z zachowaniami obywatelskimi (OCB). Okazuje się jednak, że zmienne te wyjaśniają OCB w sposób pośredni, poprzez mediację sprawiedliwości organizacyjnej i satysfakcji z pracy. Wykazano jednocześnie, że zmienną bezpośrednio tłumaczącą zachowania obywatelskie jest satysfakcja z pracy. (abstrakt oryginalny)

EN

The purpose of this article is to describe and explain how the positive qualities characterizing employees, e.g. optimism, hope, resilience, self-efficacy (defined as Psychological Capital) and relations, referred to as Leader-Member Exchange (LMX), enable to forecast the readiness of employees to engage in behaviors exceeding the frames of formal work duties. The reference literature indicate that dispositions of an individual, similarly to relations with supervisors, may provide a good factor for forecasting work behaviors, however, only if the attitudes of employees are intermediate variables. Consequently, a hypothetical model of linear dependencies was established, where Organizational Justice and Job Satisfaction were mediators of relations between independent variables and a dependent variable. The model was then subject to empirical verification. The conducted analyses (based on 226 surveys) show significantly small correlations between Psychological Capital and LMX and an OCB. Nevertheless, these variables explain well the readiness to engage in behaviours exceeding the frames of work duties, if Organizational Justice and Job Satisfaction are applied as complementary mediators. At the same time, it was indicated that the variable, which directly explains employee citizenship behaviors is job satisfaction. (original abstract)