The mediating role of psychological capital in the relationship between perceived organizational support and work engagement

In business world, enterprises manage processes based on the human mind to gain a competitive advantage by generating ideas that create added value. Employees will be able to do their jobs with higher enthusiasm and pleasure because they will have more knowledge, skills, and abilities. Therefore, when employees feel supported by the organization, they enjoy their work, generate creative ideas and produce outputs that competitors cannot imitate or substitute. In line with this information, the following research question was formulated: “Does psychological capital have a mediating role in the relationship between perceived organizational support and work engagement?”. The research aimed to determine the relationships between perceived organizational support (POS), work engagement (WE), and the levels of psychological capital (PC) of white-collar employees in manufacturing enterprises. For this purpose, data were collected from the employees using a survey technique through convenience sampling. Descriptive statistics, correlation and regression analyses based on the Bootstrap method were used to analyze the data. Our results concluded that there was a positive and statistically significant relationship between psychological capital, work engagement, and organizational support. Consequently, when they receive more organizational support, they experience positive psychology and perform their duties with greater enthusiasm and satisfaction.