The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors

Abstract

We studied 199 working adults from a cross section of organizations in the United States to examine the relationship between positive psychological capital and organizational identity on employee deviance and organizational citizenship behaviors. Organizational identity was found to moderate the relationship between psychological capital (PsyCap) and both employee deviance and organizational citizenship behaviors such that employees highest in PsyCap and most strongly identified with the organization were most likely to engage in organizational citizenship behaviors and least likely to engage in deviance behaviors. We discuss implications for research and practice in the areas of PsyCap and employee identification with the organization.