Document Type : Research Article
Authors
1 PhD in Knowledge and Information Science, Shahid Chamran University of Ahvaz, Ahvaz, Iran
2 MA student in Information Management, Department of Knowledge and Information Science, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
3 PhD student, Department of Information Science and Epistemology, Faculty of Educational Sciences and Psychology, Shahid Chamran Ahvaz University, Ahvaz, Iran
4 Manager of Southeast Khuzestan Water Company, Ahvaz, Iran
Abstract
The purpose of this research was to investigate the relationship between psychological capital and knowledge sharing and innovative work behavior with the mediation of job engagement in South East Khuzestan Water Company. The statistical population of this research included 200 employees of South East Khuzestan Water Company in 1401, who were selected by random sampling. Data were collected through psychological capital questionnaire (Luthans et al., 2007), knowledge sharing questionnaire (Huy et al., 2010), innovative work behavior questionnaire (De Jong & Den Hartog, 2010) and job engagement scale (Schaufeli et al., 2001) data collection and analysis was done with the help of structural equation modeling method and using SPSS-24 and AMOS-24 software. The results showed that the proposed model had a relatively good fit with the data. The findings indicated a direct and significant relationship between psychological capital and knowledge sharing, innovative work behavior and job engagement. In addition, there was a positive and significant relationship between knowledge sharing and job engagement, as well as innovative work behavior and job enthusiasm. The results of the indirect paths showed that job engagement has a positive and significant effect on the relationship between psychological capital and knowledge sharing and on the relationship between psychological capital and innovative work behavior. Therefore, by strengthening the psychological capitals (resilience, self-efficacy, hope and optimism) in employees, job engagement will also increase, and then we will witness innovative work behaviors and knowledge sharing in the workplace.The purpose of this research was to investigate the relationship between psychological capital and knowledge sharing and innovative work behavior with the mediation of job engagement in South East Khuzestan Water Company. The statistical population of this research included 200 employees of South East Khuzestan Water Company in 1401, who were selected by random sampling. Data were collected through psychological capital questionnaire (Luthans et al., 2007), knowledge sharing questionnaire (Huy et al., 2010), innovative work behavior questionnaire (De Jong & Den Hartog, 2010) and job engagement scale (Schaufeli et al., 2001) data collection and analysis was done with the help of structural equation modeling method and using SPSS-24 and AMOS-24 software. The results showed that the proposed model had a relatively good fit with the data. The findings indicated a direct and significant relationship between psychological capital and knowledge sharing, innovative work behavior and job engagement. In addition, there was a positive and significant relationship between knowledge sharing and job engagement, as well as innovative work behavior and job enthusiasm. The results of the indirect paths showed that job engagement has a positive and significant effect on the relationship between psychological capital and knowledge sharing and on the relationship between psychological capital and innovative work behavior. Therefore, by strengthening the psychological capitals (resilience, self-efficacy, hope and optimism) in employees, job engagement will also increase, and then we will witness innovative work behaviors and knowledge sharing in the workplace.
Keywords
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