The mediating role of self-leadership behavior in the effect of positive psychological capital on work engagement

In this study, the relationship between the positive psychological capital level of the employees and their work engagement was discussed, and it was tried to determine whether self-leadership played a mediating role in this relationship and a model was designed in this direction. The aim of this study is to determine the positive psychological capital, job dedication and self-leadership levels of academicians and to reveal the relationship network between these three phenomena. The data were collected from academic staff (n=628) working in different units and titles at foundation and state universities in Antalya. In order to collect data in the study, Luthans et al. (2007), the 'Psychological Capital Scale' developed by Schaufeli and Bakker (2003) the 'Utrecht Work Engagement Scale', and the Turkish version first revised by Houghton and Neck (2002), Tabak et al. (2013), three different scales were used, namely the 'Self-Leadership Scale'. The analysis of the data obtained in the study was carried out using LISREL and SPSS package programs. In the analysis of the data, descriptive statistics, correlation analysis, confirmatory factor analysis, ANOVA and structural equation models were used. In line with the collected data, it has been determined that there are positive and significant relationships between positive psychological capital, work dedication and self-leadership. In addition, the findings obtained as a result of the research show that self-leadership has a partial mediating effect on the relationship between positive psychological capital and work engagement. According to another finding obtained from the research, the demographic characteristics of the academicians mostly make a significant difference in the levels of positive psychological capital, work engagement and self-leadership.