The study investigates the mediating role of psychological capital in the relationship between personal resources (mindfulness, self-leadership) and psychological well-being (burnout, work engagement) for a sample of 226 public sector employees in South Africa. Both mindfulness and self-leadership have a statistically significant positive influence on psychological capital, while psychological capital mediated the relationship between both mindfulness and work engagement, and mindfulness and burnout. psychological capital also mediates the relationship between both self-leadership and engagement, and self-leadership and burnout. Psychological capital has a statistically significant positive influence on work engagement and a statistically significant negative influence on burnout. The results show that mindfulness and self-leadership strategies can enhance psychological capital, reducing burnout and increasing engagement.

Point for practitioners

The public sector requires energised employees to serve the public despite demanding circumstances. Therefore, management must find ways to support employees in increasing work engagement levels and avoiding burnout. Since personal resources (mindfulness, self-leadership, psychological capital) are shown to enhance engagement and decrease burnout, managers and human resource managers can build these individual resources through training and development, and consider them in recruitment processes.

中文翻译：

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公共服务人员的个人资源与心理健康之间的关系

这项研究调查了南非226名公共部门雇员的样本中，心理资本在个人资源（正念，自我领导力）与心理健康（倦怠，工作投入）之间的关系中的中介作用。正念和自我领导都对心理资本产生统计学上显着的积极影响，而心理资本介导了正念与工作投入，正念与倦怠之间的关系。心理资本还介导了自我领导与参与，自我领导与倦怠之间的关系。心理资本对工作投入具有统计学上显着的积极影响，对职业倦怠具有统计学上显着的消极影响。

从业人员要点

尽管形势严峻，公共部门仍需要充满活力的员工为公众服务。因此，管理层必须找到方法来支持员工提高工作投入水平并避免倦怠。由于显示出个人资源（正念，自我领导，心理资本）可以增强敬业度并减少职业倦怠，因此经理和人力资源经理可以通过培训和发展来建立这些个人资源，并在招聘过程中加以考虑。