Global employees and exogenous shocks: considering positive psychological capital as a personal resource in international human resource management |
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| Institution: | 1. Chair of Human Resource Management and Intercultural Leadership, ESCP Business School, Germany;2. Department of Management and Human Resources, University of Wisconsin Oshkosh, United States;3. Division of Management and International Business, University of Oklahoma, United States;1. Centre for International Business, University of Leeds, Leeds, United Kingdom;2. Australian National University, Canberra, Australia;3. Lee Kong Chian School of Business, Singapore Management University, Singapore, Singapore;4. Discipline of International Business, The University of Sydney Business School, Sydney, Australia;1. Associate Professor of Sustainability & Global Strategy, ESCP Business School, Europe;2. Reader of International Business Strategy, Warwick Business School, University of Warwick, UK;3. Dean of the School of Management, University of Bath, UK;1. Florida International University, Miami, FL 33199, United States;2. Universidad Carlos III de Madrid, Spain |
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| Abstract: | While positive psychological capital (PsyCap) is a significant antecedent of favorable work outcomes, it is unclear whether this is true for global employees during an exogenous shock. Applying conservation of resources theory, we found that, under conditions of crisis-induced role novelty, global employees leveraged PsyCap to follow a resource-gain route to job satisfaction, whereas their ability to mitigate resource loss was limited. We differentiate among global employees, finding that role novelty compensated for lower PsyCap in motivating job engagement for those with higher travel obligations. Our results stress the importance of PsyCap in international human resource management scholarship and practice. |
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