Organizational Ambidexterity as a Mediating Variable between Psychological Capital and Strategic Success: An Applied Study

The overall objective of the study is to identify the role of Organizational Ambidexterity (OA) as a mediating variable in the relationship between Psychological Capital (PsyCap) and Strategic Success (SS). The research community is composed of all employees at Teaching hospitals in Egypt. Due to the time and cost constraints, the researcher adopted the sampling method to collect the necessary data for the study. The appropriate statistical methods were used to analyze the data and test the hypotheses. The research discovered a number of results, the most important of which: (1) findings support the view that the dimensions of PsyCap (hope, optimism, resilience, and self-efficacy) were positively related to OA (optimization of opportunities and Search for New opportunities). The results are consistent with research conducted by Erkutlu, 2013; Gooty et al., 2009; Luthans & Youssef, 2007; and Avey et al., 2006, (2) The results support the view that PsyCap is positively related to SS (limited strategy, effective implementation, motivational culture, horizontal organization, transformational leadership, continuous innovation). The results are consistent with research conducted by Quisenberry, 2015; Nafei, 2015; Paek et al., 2015; Avey et al., 2014; Abdelwahab, 2013; Avey, et al., 2010, and Gooty et al, 2009, (3) The results support the view that OA is positively related to SS. The results are consistent with research conducted by Tempelaar, 2010; Cao et al., 2010; Jansen et al., 2009; Han et al, 2001; and Wei et al., 2014, (4) There is a positive effect of OA as a mediating variable in explaining the effect of PsyCap on SS; that is, OA plays the mediating role in the relationship between PsyCap and SS. There is an impact on PsyCap on SS through OA. The results are consistent with research conducted by Jurksiene & Pundiziene, 2016; Chang & Hughes, 2012; Bouzari & Karatepe, 2017; Peng et al., 2013; Wang et al., 2012, and Zhao & Zhang 2010. The study referred to a number of recommendations, the most important of which are: (1) managers should be careful in assigning relatively stressful tasks to those who are low on PsyCap as these individuals are more likely to report job stress, (2) managers should pay attention to building and strengthening the PsyCap of their workers, (3) managers can enhance the PsyCap in one’s organization to improve performance and competitive advantage, (4) managers can invest in PsyCap through encouraging learning among employees, (5) managers should take measures to increase employees’ identification with their organization, such as striving for a higher organizational purpose, (7) the need to focus on the four dimensions of PsyCap and use them to increase OA and SS, (8) the need to train managers on how to develop the four dimensions of PsyCap through training courses targeting the spread of the spirit of hope and optimism among managers, and equipping them with skills to deal with different situations in order to ensure the achievement of positive feedback in the work environment, and (9) Teaching hospitals can increase the level of PsyCap by using short training sessions of one to three-hour micro interventions in which they measure PsyCap before and after the interventions.