How Does Team cohesion work in Textiles of Pakistan? Understanding the underling mechanism of Psychological Capital and Employee Commitment


  • Muhammad Usman Mumtaz Mumtaz Phd Scholar, Bahria University Lahore campus
  • Dr. Muhammad Ahmed Bahria University Lahore campus
  • Dr. Syed Ahmed Ali Bahria University Lahore campus


Psychological Capital, Psychological Empowerment, Employees Commitment, Theory of social exchange


The objective of this research is to help increase employees’ commitment to the textile sector, to combat the challenges of textile of Pakistan. Keeping in view the significance of employees in the textile, being a capital-intensive industry of Pakistan – this study holds the intention to examine the impact of the psychological capital of employees of the textile industry on their organizational commitment. Also, the mediation of cohesion amongst employees has been examined to understand how psychological capital creates attachment of employees with their organization. The study also intends to examine the moderating role of psychological empowerment between the PsyCap and team Cohesion as well as team cohesion and employee commitment. The data was collected through Google questionnaires from 550 employees of various textiles from middle and top management levels. The data was screened and outliers were removed. SPSS was used for the initial screening of the data. And later Smart PLS was used for the measurement model checking and further analysis. The results have uncovered the groundbreaking fact of the positive impact of psychological capital of employees on the commitment of employees, whereas the cohesion partial mediation has proved to be mediating the relationship of psychological capital and employee commitment. this relationship significantly emphasizes the importance of the psychological factors of the employee to develop the employee commitment. the role of psychological factors for the employees is extremely ignored in the hardcore industries like the textile sector due to core profit orientation. The moderation of the employee psychological empowerment was also proved to be positively moderating the positive relationship of PsyCap and team cohesion as well as Team Cohesion and employee commitment. The study has been an effort to produce empirical evidence about the impact of psychological capital on employee commitment, which has been proved significant. This signifies the importance of soft elements like employees’ psychological capital
(Hope, Efficacy, Resilience, and Optimism) by proving its positive impact with commitment. Also demonstrates the insignificance of team cohesion in the textile industry emphasizing the team-building aspect of employees in textile. This research leads to the opportunity for policymakers and the directors of the textile organizations they can predict/control employee commitment by judging the relative psychological capital of employees. They can also elevate employee commitment by incorporating pieces of training and other employee developmental activities for their team-oriented mindset and psychological capital attributes like hope, resilience, optimism, and efficacy. Employers can also empower their team members to get more out of their skillsets as this research highlights the positive impact of empowerment in the employees to induce commitment. This study evidences that psychological capital predicts employee commitment and highlights the importance of soft elements in organizations. This psychological aspect has a dearth of measurement evidence in the textile sector. Cohesion has played a very significant role in this study as the cohesion mediation was proved to be mediating the impact of the psychological capital to achieve commitment. The results enlightening the role of psychological empowerment in the textile sector gives a unique viewpoint to look at the leadership as well as the structures of the textiles sector which is already under great challenges. This research provides a unique and potential way out for the textile sector to develop employee commitment in their organizations. The study has been conducted in the industrially rich city of Lahore, Karachi, and Faisalabad. The results cannot be generalized to the entire Pakistan. Thus future research can be increased from city to entire Pakistan.

Author Biography

Dr. Muhammad Ahmed, Bahria University Lahore campus

Senior Assistant Professor, Bahria University Lahore campus