Psychological Capital and Loyalty of Employees Working at Technology Companies

Abstract

In this study, the relationship between job satisfaction and the psychological capital of employees was comprehensively investigated. This work was conducted with employees working at technology companies. The survey was carried out using the convenience sampling method, with an official research sample size of 195. The obtained results indicate that all four components of psychological capital, including self-efficacy, hope, optimism, and resilience, along with the overall psychological capital of employees, have a positive relationship with job satisfaction. Remarkably, psychological capital, however, does not positively impact employee loyalty. These results suggest that managers should recognize employees’ psychological capital as a resource to improve their attitudes and behaviors toward work. Based on that, they need to focus on building a questionnaire to measure objective psychological capital, suitable for the organization and periodically carry out measurement as well as organize short-term training courses to improve psychological capital for employees. In addition, practical two-way internal communication activities are also one of many measures for organizations to create employee job satisfaction.