The effect of psychological capital on organizational identification in nurses

Psychological capital, who is interested in "who he is" and "who he can be", is developed in line with today's organizational needs, and the skills, psychological capacities and strengths of the employees play an important role in obtaining valuable, productive and sustainable results for the organization, thus ensuring sustainable organizational success and competitiveness. It is expressed as a unique resource aiming to achieve superiority. Organizational identification refers to the members of the organization seeing belonging to the union or community as the goals, beliefs, values, behaviors, knowledge and skills of the organization as their own goals, beliefs, values, behaviors, knowledge and skills, participating in organizational decisions, behaving in accordance with organizational functions and forms of organizational behavior. It is described as a concept that leads to adoption. This study, which was conducted to determine the psychological capital and organizational identification levels of nurses, who are an important part of health services, and to reveal the effect of psychological capital on organizational identification in nurses; It was carried out in line with the data obtained from 275 nurses working in a private university hospital in Ankara. Study data; It was collected using the "Psychological Capital Scale" and the "Organizational Identification Scale". The reliability of the Psychological Capital scale was found to be high as Cronbach's Alpha=0.925, and the reliability of the Organizational Identification scale was found to be high as Cronbach's Alpha=0.910. A positive moderate (p=0.000<0.05) correlation was found between psychological capital and organizational identification. The total change in the level of organizational Identification is explained by 28.5% of optimism, resilience, hope, and self-efficacy (R2=0.285). The cause-effect relationship between psychological capital and organizational identification was found to be significant (F=101,856; p=0.000<0.05). The total change in the level of organizational Identification is explained by psychological capital at a rate of 26.9% (R2=0.269). Psychological capital increases the level of organizational identification (ß=0.521).