Psychological Capital as a Mediator between Job Stress and Organizational Commitment

Abstract

The growing complexity of modern work environments has intensified the need to understand how psychological resources influence employee attitudes. This study examined the mediating role of psychological capital (PsyCap) in the relationship between job stress and organizational commitment. Grounded in positive organizational behavior theory, the research aimed to explore whether PsyCap comprising hope, efficacy, resilience, and optimism could buffer the negative effects of job stress and enhance commitment levels among employees. A quantitative, cross-sectional research design was employed using survey data collected from 250 employees working in various private sector organizations. Standardized scales were used to measure job stress, PsyCap, and organizational commitment. Descriptive statistics, Pearson correlation, and regression analyses were conducted, followed by mediation analysis using the Baron and Kenny method. The results indicated that job stress had no significant direct impact on organizational commitment, and psychological capital did not significantly mediate this relationship. Although weak correlations existed among the variables, none reached statistical significance. These findings suggest that psychological capital may require additional organizational or contextual support to influence commitment effectively. The study highlights the importance of considering complex models and additional mediators in future research. This research contributes to the growing body of work on positive psychological resources in workplace settings and offers practical insights for HR practices aimed at enhancing employee well-being and loyalty.