| This study examines whether Psychological Liability, a loosely connected construct composed of Emotional Labor, Workplace Deviance, Job Stress, Job Insecurity, and Stigmatic Injustice, strengthens or weakens the relationship of Psychological Capital (PsyCap) with the desirable qualities of Team Trust, Team Identification, and Team Learning. Data were collected from 291 federal employees, both men and women. These employees were either serving on active duty in the U.S. Navy or employed as civil service personnel. Psychological Capital was positively correlated with Team Trust (r = .54, p < .001), Team Identification (r = .59, p < .001), and Team Learning (r = .57, p <.001). Additionally, Psychological Capital was negatively correlated with Emotional Labor (r = -.26, p <.01), Workplace Deviance (r = -.40, p <.01), Job Stress (r = -.48, p <.01), Job Insecurity (r = -.49, p <.01), and Stigmatic Injustice (r = -.46, p <.01). Hierarchical Regression analysis was conducted to determine if one or more of the five variables of Psychological Liability weakened the relationship between PsyCap (IV) and Team Trust, Team Identification, and Team Learning (DVs). An examination of the regression coefficients revealed that none of the Psychological Liability variables predicted a change in the dependent variables, and the interaction terms with PsyCap were not statistically significant. However, it could be that PsyCap is such a strong construct that it cannot be moderated. There is evidence for this view based on the relationship between PsyCap and the moderators. All correlations are strongly negative, with the exception of Emotional Labor. This suggests employees with high levels of PsyCap will automatically have lower levels of Emotional Labor, Workplace Deviance, Job Stress, Job Insecurity, and Stigmatic Injustice. PsyCap may be able to predict dependent variables, as well as the moderators, because of its importance as a construct within the workplace.;Managers who seek to elevate and strengthen PsyCap in the workplace may coax employees toward improved performance by enhancing Team Trust, Team Identification, and Team Learning. The more that employees trust one another's performance and identify with the success of others, the more likely it is that team members will share knowledge. Providing recurring PsyCap instruction, particularly prior to training events, may increase knowledge sharing among employees and improve return on training investments. |
