[[alternative]]Examining The Impact of Leadership Styles and Perceived Organizational Support on Employee' Psychological Capital and Job Performance

[[abstract]] 在組織環境中，心理資本（PsyCap）是人力資源管理的新議題之一。它引起了心理學研究者的極大關注。因此，自從被認可以來，有關個人PsyCap的組織研究的數量就增加了。研究人員一直努力了解它的來源，產生的原因及其過程。但是，研究PsyCap的先例和結果的研究非常有限，在文獻中留下了空白。所以，我們不理解PsyCap一個完整的理論概念。因此，本研究的目的是以PsyCap的理論基礎並整合社會交換理論作為本研究支持。 運用Meta-analytic and PLS-SEM整合分析和偏最小平方法-結構方程方法來驗證所提出的假設。本研究從2000年至2019年期間，總共收集並採用了208篇相關研究。對於問卷調查，本研究的樣本以418位在越南胡志明市工作為受測者。兩者研究的結果顯示，真正的領導，道德領導，虐待性領導和組織支持為領導方式的前提，而工作成果（工作滿意度，組織承諾，組織公民行為，工作場所無行為能力，偏差行為，離職意圖，犬儒主義）是PsyCap的後果。 員工的特質也與PsyCap、工作成果之間具有干擾效果的關係。本研究最早嘗試在理論架構中分析PsyCap及其前提和後果的嘗試，並且同時應用了Meta-analytic and PLS-SEM方法。本研究並探討了PsyCap的中介作用和員工特質在PsyCap與工作成果之間的干擾關係作用。這項研究的結果為新員工資本中預期員工工作成果提供了循證支持，這對於實踐人力資源開發是有益的參考。[[abstract]] In organizational contexts, psychological capital (PsyCap) is one of the emerging topics of human resource management. It has drawn considerable attention from positive psychology researchers. Accordingly, the amount of organizational studies on individual PsyCap has grown up since it was acknowledged. Researchers have strived to understand where it comes from, what it leads to, and its processes. However, studies investigating both its antecedents and consequences of PsyCap are limited. Therefore, it leaves a gap in the literature in that we do not comprehend PsyCap as a whole theoretical concept. Consequently, the purpose of this study is to concentrate on PsyCap, by integrating its antecedents and outcomes through the theoretical underpinning of Social Exchange Theory (SET). A meta-analytic and a Partial Least Square - Structural Equation Modelling approach applied to validate the proposed hypotheses. Altogether, 208 relevant studies published between 2000 and 2019 were accumulated and employed. For questionnaire survey, the sample for this study included 418 respondents who are working in organizations in Ho Chi Minh City, Vietnam. Results of two studies show that leadership styles including authentic leadership, ethical leadership, abusive leadership and organizational support are antecedents, and work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior, workplace incivility, deviant behavior, turnover intention, cynicism) are consequences of PsyCap. Some of employee's characteristics significantly moderated the relationship between PsyCap and work outcomes. This was the earliest attempt to analyze PsyCap in a theoretical framework with its antecedents and outcomes and furthermore, to apply both meta-analytic and PLS-SEM approach. The mediating role of PsyCap and the moderator role of employee characteristics in the relationship between PsyCap and work outcomes is also explored. The results of this study provide evidence-based support for the role of a new employee capital in anticipating employee work outcomes, this is a beneficial reference for practical human resource development