Linking Relational Coordination and Employees’ Wellbeing through Psychological Capital

Abstract

This research examines the impact of relational coordination on employees’ wellbeing through mediating effect of psychological capital. The study employed a cross-sectional, explanatory, and non-experimental design. Data were collected from employees of a private sector higher education institution through simple random sampling. Overall 229 observations are analyzed via partial least square structural equation modeling. The results indicated relational coordination to be a significant antecedent of psychological capital which leads to enhanced employees' wellbeing. With insight from the conservation of resource theory, the findings suggest that coordinating work systems results in higher psychological capital which ultimately leads to employees' wellbeing. By employing the positive organizational behavior framework and devising working mechanisms that support enhanced coordination in the context of educational institutes, managers can enhance employees’ wellbeing in the process. Researchers have studied several antecedents and consequences of psychological capital; however, its mediating role is relatively understudied. This research addresses this research gap and provides valuable insights.

    Keywords: relational coordination, psychological capital, employees’ wellbeing, conservation of resource theory, PLS-SEM