Empirical Investigation of Psychological Capital and Employee Innovative Work Behaviour in Nigerian Telecommunication Firms

Psychological capital, comprising hope, efficacy, resilience, and optimism, is theorised as a positive organisational behaviour resource that predicts innovative employee behaviour, but its empirical examination in Nigerian telecommunication firms addresses a gap in the West African positive organisational behaviour literature. This study empirically investigated the relationship between psychological capital and employee innovative work behaviour among 380 employees in four major Nigerian telecom firms: MTN, Airtel, Glo, and 9mobile, with respondents drawn from Lagos, Abuja, and Kano operations. Psychological capital was measured using Luthans' 24-item PCQ-24 scale. Innovative work behaviour was assessed through idea exploration, idea generation, idea promotion, and idea realisation dimensions. The mediating role of intrinsic motivation and the moderating role of organisational support were examined. Structural equation modelling was employed. Results confirmed that psychological capital had a direct significant positive effect on innovative work behaviour (standardised coefficient = 0.48, p < 0.001). Intrinsic motivation partially mediated this relationship (indirect effect = 0.21, 95% CI: 0.14 to 0.31). Organisational support significantly moderated the PsyCap-innovation relationship, with the effect strengthening at higher support levels (interaction term = 0.18, p < 0.05). Self-efficacy was the strongest PsyCap component predictor of innovation (beta = 0.44, p < 0.001). The study provides original evidence on PsyCap's role in Nigerian telecom innovation and recommends PsyCap development programmes and supportive supervisor behaviours as a dual investment strategy for improving employee innovation. Keywords: psychological capital, innovative work behaviour, telecommunications, Nigeria, structural equation modelling