İşyeri Nezaketsizliğinin İşe Adanmaya Etkisinde Psikolojik Sermaye Bileşenlerinin Rolü

Yıl 2022, , 2235 - 2259, 31.05.2022

Hilal Baran , Ceren Karavelioğlu

https://doi.org/10.29023/alanyaakademik.1030523

Cited By: 3

Öz

Bu çalışmada öncelikle işyeri nezaketsizliğinin işe adanma üzerinde ne kadar etkili olduğu ve daha sonra işe adanmanın öncülleri arasında yer alan psikolojik sermaye bileşenlerinin işyeri nezaketsizliği ile işe adanma arasındaki ilişkide aracılık rolü üstlenip üstlenmediği incelenmiştir. Bu kapsamda Kütahya’daki özel eğitim kurumlarında görev yapan 338 öğretmenden elde edilen veriler ile araştırma modeli IBM SPPS 20.0 programına eklenti olarak kullanılan Process Makro yardımı ile test edilmiştir. Araştırma sonuçlarına göre çalışma arkadaşlarından kaynaklanan işyeri nezaketsizliğinin işe adanma üzerinde olumsuz etkiye sahip olduğu ve bu ilişkide psikolojik sermaye bileşenlerinden öz yeterlilik ve umudun aracılık rolüne sahip olduğu görülmüştür.

Anahtar Kelimeler

İşe Adanma, İşyeri Nezaketsizliği, Psikolojik Sermaye

Destekleyen Kurum

TUBİTAK 2211 Genel Yurt İçi Doktora Burs Programı

The Role of Psychological Capital Components in the Effect of Workplace Incivility on Work Engagement

Öz

In this study, first of all, how effective workplace incivility is on work engagement and then whether the psychological capital components, which are among the antecedents of work engagement, play a mediating role in the relationship between workplace incivility and work engagement are examined. In this context, the research model was tested with the help of Process Macro, which is used as an add-on to the IBM SPPS 20.0 program with the data obtained from 338 teachers working in private education institutions in Kütahya. According to the results of the research, it has been seen that workplace incivility caused by coworkers has a negative effect on work engagement, and self-efficacy and hope, which are the components of psychological capital, has a mediating role in this relationship.

Anahtar Kelimeler

Work Engagement, Workplace İncivility, Psychological Capital

Kaynakça

• AKÇAY, A. & ÖZDEMİR, E. (2018). “Satış Elemanlarının Cinsiyet Kimliğinin Satış Performansı Üzerindeki Etkisi ve Biyolojik Cinsiyetin Düzenleyici Rolü: Perakendecilik Sektöründe Bir Araştırma”. Social Sciences Studies Journal, 4 (27): 5983-6001.
• ALBRECHT S. L. (2010). “Employee engagement: 10 key questions for research and practice”. In Handbook of Employee Engagement: Perspectives, Issues, Research and Practice, (Ed.), S. L. Albrecht, pp. 1–19. Cheltenham, UK: Edward Elgar.
• AL-HAWARI, M. A., BANI-MELHEM, S. & QURATULAIN, S. (2019). "Do Frontline Employees Cope Effectively with Abusive Supervision and Customer Incivility? Testing the Effect of Employee Resilience”, Journal of Business and Psychology, 1-18.
• ALOLA, U. V., AVCİ, T. & OZTUREN, A. (2018). “Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy”, Sustainability, 10: 1-16
• ALVARO, C., LYONS, R. F., WARNER, G., HOBFOLL, S. E., MARTENS, P. J., LABONTE, R. & BROWN, E. R. (2010). “Conservation of resources theory and research use in health systems”, Implementation Science, 5(79): 1-20.
• ANDERSSON, L. M. & PEARSON, C. M. (1999). “Tit for Tat? The Spiraling Effect of Incivility in The Workplace”, Academy of Management Review, 2(3): 452-471.
• ATTRIDGE, M. (2009). “Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature”, Journal of Workplace Behavioral Health, 24: 383-398.
• AUJLA, S. (2010). Exploring the Structural Tenets of Workplace Incivility Using A Mixed Methods Research Approach, The Faculty of Graduate Studies of The University of Guelph, Master of Arts, Canada.
• AVEY, J. B., REICHARD, R. J., LUTHANS, F. & MHATRE, K. H. (2011). “Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance”, Human Resource Development Quarterly, 22 (2): 127-152.
• AVEY, J. B., WERNSING, T. S. VE LUTHANS, F. (2008). “Can Positive Employess 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.
• AYBAS, M. & ACAR, A. C. (2017). “The Effect of Human Resource Management Practices on Employees’ Work Engagement and the Mediating and Moderating Role of Positive Psychological Capital”, International Review of Management and Marketing, 7 (1): 363-372.
• AYBAS, M. (2014). İnsan kaynakları uygulamalarının çalışanların işe adanmışlığı üzerindeki etkisi ve pozitif psikolojik sermayenin aracı rolü. İstanbul Üniversitesi, Yayınlanmış Doktora Tezi, Sosyal Bilimler Enstitüsü, İstanbul.
• BAILEY, C., MADDEN, A., ALFES, K. & FLETCHER, L. (2017). “The Meaning, Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis”, International Journal of Management Reviews,19: 31–53.
• BAKKER, A. B. & DEMEROUTI, E. (2008). “Towards a model of work Engagement”, Career Development International, 13 (3): 209-223.
• BAKKER, A. B. & DEMEROUTI, E. (2009). “The crossover of work engagement between working couples”, Journal of Managerial Psychology, 24 (3): 220-236.
• BAKKER, A. B., HAKANEN, J. J., DEMEROUTI, E. & XANTHOPOULOU, D. (2007). “Job Resources Boost Work Engagement, Particularly When Job Demands Are High” Journal of Educational Psychology, 99 (2): 274–284.
• BAKKER, A.B., SCHAUFELI, W. B., LEITER, M. & TARIS, T. W. (2008). “Work engagement: An emerging concept in occupational health psychology”, Work & Stress, 22 (3): 187-200.
• BEATTIE, L. & GRIFFIN, B. (2014). “Day-level fluctuations in stress and engagement in response to workplace incivility: A diary study”, Work & Stress, 28 (2): 124–142.
• BECKER, T. E. (2005). “Potential Problems in the Statistical Control of Variables in Organizational Research: A Qualitative Analysis With Recommendations”, Organizational Research Methods, 8 (3): 274-289.
• BLAU, G. & ANDERSON, L. (2005). ”Testing a Measure of Instigated Workplace Incivility”, Journal of Occupational and Organizational Psychology, 78: 595-614.
• BRANDT, T., GOMES, J. F. S., & BOYANOVA, D. (2011). “Personality and Psychological Capital Indicators of Future Job Success?: A Multicultural Comparison Between Three European Countries”, Liiketaloudellinen Aikakauskirja, 3: 263-289.
• CHEN, Y., FERRIS, D. L., KWAN, H. K., YAN, M., ZHOU, M. & HONG, Y. (2013). “Self-Love’s Lost Labor: A Self Enhancement Model of Workplace Incıvılıty”, Academy of Management Journal, 56 (4): 1199–1219.
• CHRISTIAN, M. S., GARZA, A. S. VE SLAUGHTER, J. E. (2011). “Work Engagement: A Quantıtatıve Review And Test Of Its Relations With Task And Contextual Performance”, Personnel Psychology, 64: 89–136.
• CORTINA, L. M., LONSWAY, K. A., MAGLEY, V. J., FREEMAN, L. V., COLLINSWORTH, L. L., HUNTER, M. & FITZGERALD, L. F.. (2002). “What’s gender got to do with it? Incivility in the Federal Courts”, Law & Social Inquiry, 27 (2): 235–270.
• CORTINA, L. M., MAGLEY, V. J., WILLIAMS, J. H. & LANGHOUT, R. D. (2001). “Incivility in the Workplace: Incidence and Impact”, Journal of Occupational Health Psychology, 6 (1): 64–80.
• COSTANTINI, A., DE PAOLA, F., CESHI, A., SARTORI, R., MENEGHINI, A. M. & DI FABIO, A. (2017). “Work engagement and psychological capital in the Italian public administration: A new resource-based intervention programme”, SA Journal of Industrial Psychology, 43 (0), 1-11.
• ÇETİN, F. & BASIM, H. J. (2012). “Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalışması”, Amme İdaresi Dergisi, 45(1): 121-137.
• DE WAAL, J. J. & PIENAAR, J. (2013). “Towards understanding causality between work engagement and psychological capital”, SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 39(2): 1-10.
• DEMEROUTI, E, MOSTERT, K. & BAKKER, A. B. (2010). “Burnout and Work Engagement: A Thorough Investigation of the Independency of Both Constructs”, Journal of Occupational Health Psychology, 15(3): 209–222.
• DHANANI, L. Y. & WOLCOTT, A. M. (2018). “A meta-analysis of the antecedents and outcomes of workplace incivility”, Poster presented at the 33rd annual conference of the Society for Industrial and Organizational Psychology, Chicago, IL.
• EFRON, B. & TIBSHIRANI, R. J. (1993). “An Introduction to the Bootstrap”, New York: Chapman & Hall.
• EFRON, B. (1987). “Better Bootstrap Confidence Intervals”, Journal of the American Statistical Association, 82(397): 171-185.
• ERYILMAZ, A. & DOĞAN, T. (2012). “İş Yaşamında Öznel İyi Oluş: Utrecht İşe Bağlılık Ölçeğinin Psikometrik Niteliklerinin İncelenmesi”, Klinik Psikiyatri, 15: 49-55.
• FORNEL, C. & LARCKER, D. F. (1981). “Evaluating Structural Equation Models with Unobservable Variables and Measurement Error”, Journal of Marketing Research, 18: 39-50.
• FREDRICKSON, B. L. (2001). “The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions”, American Psychologist, 56: 218-226.
• FRITZ, M. S. & MACKINNON, D. P. (2007). “Required Sample Size to Detect the Mediated Effect”, Association for Psychological Science, 18(3): 233-239.
• GIUMETTI, G. W., HATFIELD, A. L., SCISCO, J. L., SCHROEDER, A. N., MUTH, E. R. & KOWALSKI, R. M. (2013). “What a rude e-mail! Examining the differential effects of incivility versus support on mood, energy, engagement, and performance in an online context”, Journal of Occupational Health Psychology, 18: 297–309.
• GÜRBÜZ, S. (2019). “Sosyal Bilimlerde Aracı, Düzenleyici ve Durumsal Etki Analizleri”, Seçkin Yayıncılık, Ankara.
• HAIR, J. F., BLACK, W. C. BABIN, B. J., ANDERSON, R. E. & TATHAM, R. L. (2010). “Multivariate Data Analysis”, Sixth Edition, Prentice-Hall, New York.
• HALBESLEBEN, J. R. B. & WHEELER, A. R. (2008). “The relative roles of engagement and embeddedness in predicting job performance and intention to leave”, Work & Stress, 22(3): 242–256.
• HALBESLEBEN, J. R. B. (2010). “A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences”, In Arnold B. Bakker & Michael P. Leiter (Eds.), Work engagement: A handbook of essential theory and research. The United Kingdom: Psychology.
• HALBESLEBEN, J. R. B., HARVEY, J. & BOLİNO, M. C. (2009). “Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family”, Journal of Applied Psychology, 94(6), 1452–1465.
• HAROLD, C. M. & HOLTZ, B. C. (2015). “The Effects of Passive Leadership on Workplace Incivility”, Journal of Organizational Behaviour, 36: 16-38.
• HAYES, A. F. (2013). “Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression Based Approach”, The Guilford Press, New York, USA.
• HOBFOLL, S. E. (1989). “Conservation of Resources: A New Attempt at Conceptualizing Stress”, American Psychologist, 44(3): 513-524.
• JACOBS, H. (2013). “An Examination of psychological meaningfulness, safety, and availability as the underlying mechanisms linking job features and personal characteristics to work engagement (Unpublished doctoral dissertation)”, Florıda Internatıonal Unıversıty, Miami, Florida.
• JOHNSON, P. R. & INDVIK, J. (2001). “Slings and arrows of rudeness: incivility in the workplace”, Journal of Management Development, 20(8): 705-714.
• LAW, K. S., WONG, C. & MOBLEY, W. H. (1998). “Toward a taxonomy of multidimensional constructs”, Academy of Management Review, 23: 741–755.
• LEITER, M. P. & BAKKER, A. B. (2010). “Work Engagement: Introduction”, Leiter, M. P. & Bakker, A. B. (ed.) Work Engagement: A Handbook of Essential Theory and Research, New York: Psychology Press.
• LEWIS, P. S. (2009). “Individual And Organizational Factors That Predict Workplace Incivility: Impact On Costs, Absenteeism, And Productivity”, Doctor of Philosophy, Texas Woman’s University, Denton, Texas.
• LIM, S., CORTINA, L. M. & MAGLEY, V. J. (2008). “Personal and Workgroup Incivility: Impact on Work and Health Outcomes”, Journal of Applied Psychology, 93(1): 95-107.
• LINVILL, J. S. (2008). “Surviving Workplace Incivility: The Use of Supportive Networks as a Coping Strategy”, Master of Arts, Purdue University, West Lafayette, Indiana.
• LUTHANS F., AVOLIO, B. J., AVEY, J. B. & NORMAN, S. M. (2007b). “Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction”, Personnel Psychology, 60: 541–572.
• LUTHANS, F. & YOUSSEF-MORGAN, C. (2017). “Psychological Capital: An Evidence-Based Positive Approach”, Annual Review of Organizational Psychology and Organizational Behavior, 4: 339-366.
• LUTHANS, F. (2002a). “The need for and meaning of positive organizational behavior”, Journal of Organizational Behavior, 26: 695–706.
• LUTHANS, F. (2002b). “Positive organizational behavior: Developing and managing psychological strengths”, The Academy of Management Executive, 16: 57-75.
• LUTHANS, F., AVEY, J. B., AVOLIO, B. J. & PETERSON, S. J. (2010). “The Development and Resulting Performance Impact of Positive Psychological Capital”, Human Resource Development Quarterly, 21(1): 41-67.
• LUTHANS, F., LUTHANS, K. W. & LUTHANS, B. C. (2004). “Positive psychological capital: Beyond human and social capital”, Business Horizons, 47(1): 45-50.
• LUTHANS, F., YOUSSEF, C. M. & AVOLIO, B. J. (2007a). “Psychological Capital: Investing and Developing Positive Organizational Behavior”, Positive Organizational Behavior Ed: Debra Nelson, Cary L Cooper, SAGE Publication.
• LUTHANS, F., YOUSSEF, C. M., & AVOLIO, B. J. (2007c). “Psychological Capital: Developing The Human Competitive Edge”, Oxford, UK: Oxford University Press.
• LUTHANS, F., YOUSSEF-MORGAN, C. M. & AVOLIO, B. (2015). “Psychological Capital and Beyond”, New York: Oxford Univ. Press.
• MACEY, W. & SCHNEIDER, B. (2008). “The Meaning of Employee Engagement”, Industrial and Organizational Psychology, 1: 3–30.
• MACHE, S., VITZHUM, K., KLAPP, B. F. & DANZER, G. (2013). “Surgeons’ work engagement: Influencing factors and relations to job and life satisfaction”, The Surgeon, 12: 181-191.
• MACKINNON, D. P., LOCKWOOD, C. M., HOFFMAN, J. M., WEST, S. G. & SHEETS, V. (2002). “A comparison of Methods to Test Mediation and Other Intervening Variable Effects”, Psychological Methods, 7(1): 83-104.
• MARTIN, R. J. & HINE, D. W. (2005). “Development and Validation of the Uncivil Workplace Behaviour Questionnaire”, Journal of Occupational Health Psychology, 10(4): 477-490.
• MAUNO, S., KINNUNEN, U. & RUOKOLAINEN, M. (2007). “Job demands and resources as antecedents of work engagement: A longitudinal study”, Journal of Vocational Behavior, 70: 149–171.
• MEIER, L. L. & SEMMER, N. K. (2013). “Lack of reciprocity, narcissism, anger, and instigated workplace incivility: A moderated mediation model”, European Journal of Work and Organizational Psychology, 22(4): 461-475.
• NUNNALLY, J. C. & BERNSTEIN, I, H. (1994). “Psychometric Theory”, Third Edition, McGraw-Hill, Inc. New York.
• PEARSON, C. M. & PORATH, C. L. (2004). “On incivility Its ımpact and directions for future research”, In R. W. Griffin ve A. M. O’Leary-Kelly (Ed.), The Dark Side of Organizational Behavior, pp. 403-425, San Francisco: Jossey-Bass.
• PEARSON, C. M., ANDERSON, L. M. VE WEGNER, J. W. (2001). “When Workers Flout Convention: A Study of Workplace Incivility”, Human Relations, 54(11): 1387-1419.
• PEARSON, C. M., ANDERSSON, L. M. & PORATH, C. L. (2000). “Assessing and attacking workplace incivility”, Organizational Dynamics, 29(2): 123–137.
• PEARSON, C.M. & PORATH, C. L. (2005). “On the nature, consequences and remedies of workplace incivility: No time for “nice”? Think again”, Academy of Management Executive, 19 (1): 7-18.
• PORATH, C. L. & PEARSON, C. M. (2010). “The Cost of Bad Behaviour”, Organizational Dynamics, 39(1): 64-71.
• PREACHER, K. J. & HAYES, A. F. (2004). “SPSS and SAS procedures for estimating indirect effects in simple mediation models”, Behavior Research Methods, Instruments, & Computers, 36(4): 717-731.
• PREACHER, K. J. & KELLY, K. (2011). “Effect Size Measures for Mediation Models: Quantitative Strategies for Communicating Indirect Effects”, Psychological Methods, 16(2): 93-115.
• REIO, T. G. & SANDERS-REIO, J. (2011). “Thinking about workplace engagement: Does supervisor and coworker incivility really matter?”, Advances in Developing Human Resources, 13(4): 462-478.
• RICH, B. L., LEPINE, J. A. & CRAWFORD, E. R. (2010). “Job Engagement: Mantecedents and Effects on Job Performance”, Academy of Management Journal, 53(3): 617–635.
• ROBERTS, S. J., SCHERER, L. L. & BOWYER, C. J. (2011). “Job Stress and Incivility: What Role Does Psychological Capital Play?”, Journal of Leadership & Organizational Studies, 18(4) 449– 458.
• ROTHMANN, S. & ROTHMANN, S. (2010). “Factors associated with employee engagement in South Africa”, SA Journal of Industrial Psychology, 36(2): 1-12.
• SALANOVA, M., AGUT, S. & PEIRO, J. M. (2005). “Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate”, Journal of Applied Psychology, 90(6): 1217–1227.
• SCHAUFELI, W. B. & BAKKER, A. B. (2004). “Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study”, Journal of Organizational Behavior, 25: 293–315.
• SCHAUFELI, W. B. & SALANOVA, M. (2007). “Work Engagement: An Emerging Psychological Concept and Its Implications for Organizations”, Managing Social and Ethical Issues, 135-177.
• SCHAUFELI, W. B. (2013). “What is engagement?”, In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.), Employee Engagement in Theory and Practice. London: Routledge.
• SCHAUFELI, W. B., BAKKER, A. B. & SALANOVA, M. (2006). “The Measurement of Work Engagement With a Short Questionnaire”, Educational and Psychological Measurement, 66(4): 701-716.
• SCHAUFELI, W. B., SALANOVA, M., GONZALEZ-ROMA, V. & BAKKER, A. B. (2002). “The Measurement of Engagement and Burnout: A Confirmative Analytic Approach”, Journal of Happiness Studies, 3: 71-92.
• SCHEIER, M. F. & CARVER, C. S. (1987). “Dispositional optimism and physical well-being: The influence of generalized outcome expectancies”, Journal of Personality, 55: 169-210.
• SEARS, K. & HUMISTON, G. S. (2015). “The role of emotion in workplace incivility”, Journal of Managerial Psychology, 30(4): 390-405.
• SEDIKIDES, C. & LUKE, M. (2007). “On When Self-Enhancement and Self-Criticism Function Adaptively and Maladaptively”, Chang, E.C (ed.) Self-Criticism and Self-Enhancement: Theory, Research and Clinical Implications. Washington, US. American Psychological Association, 181-198.
• SEDIKIDES, C. (1993). “Assessment, enhancement, and verification determinants of the self-evaluation process”, Journal of Personality and Social Psychology, 65: 317-338.
• SELIGMAN, M. E. P. (1998). “Learned Optimism”, Pocket Books, New York.
• SEMU, B. N. & GOYAL, S. (2019). “Curtailing the Reciprocal Effect of Coworkers’ Incivility: Does Psychological Capital Buffer the Relationship?”, International Journal of Management Studies, 1(4): 1-12
• SHABIR, M., ABRAR, M., BAIG, S. A. & JAVED, M. (2014). “The Contribution of Workplace Incivility and Psychological Capital toward Organizational Citizenship Behavior”, International Journal of Business and Behavioral Sciences, 4(6): 70-84.
• SHIM, J. (2010). “The Relationship Between Workplace Incivility And The Intention To Share Knowledge: The Moderating Effects Of Collaborative Climate And Personality Traits”, Doctor of Philosophy, University of Minnesota, USA.
• SNYDER, C. R., HARRIS, C., ANDERSON, J. R., HOLLERAN, S. A., IRVING, L. M., SIGMON, S. T., YOSHINOBU, L., GIBB, J., LANGELLE, C. & HARNEY, P. (1991a). “The Will and the Ways: Development and Validation of an Individual-Differences Measure of Hope”, Journal of Personality and Social Psychology, 60(4): 570-585.
• SNYDER, C. R., IRVING, L. M., & ANDERSON, J. R. (1991b).”Hope and health”, In C. R. Snyder (Ed.), Handbook of social and clinical psychology (pp. 285-305). Oxford, UK: Oxford University Press.
• STAJKOVIC, A. D. & LUTHANS, F. (1998). “Social Cognitive Theory and Self-Efficacy: Going Beyond Traditional Motivational and Behavioral Approaches”, Organizational Dynamics, 26(4): 62-74.
• SÜRAL ÖZER, P., TOPALOĞLU, T. & TİMURCANDAY ÖZMEN, Ö. N. (2013). “Destekleyici Örgüt İkliminin, Psikolojik Sermaye ile İş Doyumu İlişkisinde Düzenleyici Etkisi”, Ege Academic Review, 13(4): 437-447.
• SWEETMAN, D. & LUTHANS, F. (2010). “The power of positive psychology: Psychological capital and work engagement”, Bakker, A. B. & Leiter, M. P. (ed.) Work Engagement: A Handbook of Essential Theory and Research, Psychology Press, Hove and New York.
• TURGUT, T. (2011). “Çalışmaya tutkunluk: İş yükü, esnek çalışma saatleri, yönetici desteği veiş aile çatışması ile ilişkileri”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 25(3-4), 155-179.
• XANTHOPOULOU, D., BAKKER, A. B., DEMEROUTI, E., & SCHAUFELI, W. B. (2007). “The Role of Personal Resources in the Job Demands-Resources Model”, International Journal of Stress Management, 14(2): 121–141.
• XANTHOPOULOU, D., BAKKER, A. B., DEMEROUTI E. & SCHAUFELI, W. B. (2009). “Work engagement and financial returns: A diary study on the role of job and personal resources”, Journal of Occupational and Organizational Psychology, 82: 183–200.
• YEUNG, A. & GRIFFIN, B. (2008). “Workplace Incivility: Does it Matter in Asia?”, People+Strategy, 31(3): 1-21
• ZHONG, X. N., LI, X. LIU, T. & CHEN, Y. W. (2016). “The Mediator Role of Psychological Capital: A Study Among Authentic Leadership, Work Engagement, and Psychological Capital”, IEEE International Conference on Industrial Engineering and Engineering Management, 1861-1865.