Psychological capital as a predictor of work engagement in a training academy

Abstract

Orientation: Employees in education and training are expected to be engaged, and Psychological Capital (PsyCap) may be a critical personal resource for fostering work engagement and creating competitive advantage.
Research purpose: The main aim of this study is to examine the relationship between PsyCap and work engagement within a training academy context, with a particular focus on whether PsyCap serves as a significant predictor of work engagement.
Motivation for the study: In a VUCA environment, fostering work engagement is vital for organisational performance, especially in training colleges where staff shape future human capital. PsyCap may be a key resource for enhancing work engagement.
Research approach/design and method: Quantitative data were collected from 119 employees at a TVET college in the Eastern Cape using non-probability, convenience sampling. Paper-and-pencil-based questionnaires were employed using the shortened validated scales to measure both PsyCap and work engagement to gather data.
Main findings: The results suggest that PsyCap and work engagement have a statistically significant positive relationship. It further indicates that PsyCap predicts work engagement, with efficacy and optimism positively predicting engagement. Hope and resilience are insignificant in predicting work engagement.
Practical/managerial implications: Recruitment and selection strategies can benefit from assessing PsyCap, as employees with high PsyCap are likely to show greater work engagement. Additionally, training and development programs should include PsyCap interventions, particularly targeting self-efficacy and optimism, to further boost engagement.
Contribution/value-add: This research provides meaningful insights into work engagement by highlighting the pivotal role that PsyCap plays in promoting work engagement.