Abstract
The prevalence of remote work within organizations has surged, boosted by the swift advancements in technology and the imperative brought about by the COVID-19 pandemic. However, there is a scarcity of research exploring the psychological capital of remote workers and the factors responsible for its development. In this paper, we use a constructivist grounded theory, a qualitative approach and the principles of positive organizational behavior to identify the psychological strengths that can constitute the psychological capital of remote workers and understand the mechanisms through which these resources can be developed. The semi-structured interviews were conducted with remote workers in Indian information technology and consulting services organizations. The study results suggest new dimensions to the existing strengths in the psychological capital theory and additional psychological strengths that can be potentially added to the positive organizational behavior literature considering the remote working context. The findings also revealed the role of meaningful work, supervisor support, and existing experience in remote work as precursors to enhancing the psychological capital of remote workers. The study contributes to the body of knowledge on remote work and positive organizational behavior. It serves as a foundation for future research using quantitative methodology to validate the findings. The paper concludes by discussing the theoretical and practical implications.
Presenters
Vineet AroraStudent, Ph.D, La Trobe Business School, La Trobe University, Australia and IIT Kanpur India, Victoria, Australia Jasvir Kaur Nachatar Singh
Senior Lecturer, Management and Marketing, La Trobe University, Victoria, Australia Amit Shukla
Associate Professor, Management, Indian Institute of Technology Kanpur, Uttar Pradesh, India
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
Organizational Intangibles and Tangible Value
KEYWORDS
REMOTE WORK, PSYCHOLOGICAL CAPITAL, POSITIVE ORGANIZATIONAL BEHAVIOR, EMPLOYEE PERFORMANCE, QUALITATIVE
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