The role of positive psychological capital on effecting individual business performance through leader-member exchange, perceived organizational support and perceived organizational prestige: A research on retail sector

The aim of this study is to examine how the perseverance work of employees and especially leader-member exchange affect their business performance, if the employees in an organization are happy, their interactions with their managers are healthy, they have self-confidence, and they maintain their optimism and hopes even against negative situations. Conceptually, in this study, the relationship between the positive psychological capital of the employees and their perceptions of individual performance and work performance was observed, and the mediator effect of leader-member exchange on this relationship was examined. Moreover, the moderator roles of perceived organizational support and perceived organizational prestige on this relation were observed. Home textile retail sector of Turkey was taken as universe and the employees of the biggest company in this sector were taken as sample of this universe in order to conduct the questionnaire of the research. In order to measure the results of questionnaires; the positive psychological capital scale developed by Luthans et al., the multidimensional leader-member exchange scale developed by Liden and Maslyn, perceived organizational support scale developed by Eisnberger et al., perceived organizational prestige scale developed by Mael and Ashforth and the perception of individual performance scale developed by Erben were used. As employees' performance scores, the arithmetic average of store monthly sales targets realization percentage and the percentage of monthly mystery shopper evaluation points, prepared by an independent company, were used. According to the findings, positive psychological capital affects individuals' perceptions of performance through leader-member exchange and affects the business performance results of employees both positively and negatively. In this interaction, it was determined that the positive or negative contribution of the leader affected the perceived business performance and performance results positively and strongly. However, perceived organizational support and perceived organizational prestige do not affect this relation with their moderator roles.