Psychological Capital: Developing the Human Competitive Edge
Abstract
This book draws from a foundation of positive psychology and recently emerging positive organizational behavior (POB). Its purpose is to introduce the untapped human resource capacity of psychological capital, or simply PsyCap. This PsyCap goes beyond traditionally recognized human and social capital and must meet the scientific criteria of theory, research, and valid measurement. To distinguish from other constructs in positive psychology and organizational behavior, to be included in PsyCap the resource capacity must also be 'state-like' and thus open to development (as opposed to momentary states or fixed traits) and have performance impact. The positive psychological resource capacities that meet these PsyCap criteria - efficacy (confidence), hope, optimism, and resilience - are covered in separate chapters. These four resource capacities are conceptually and empirically distinct, but also have underlying common processes for striving to succeed and when in combination contribute to a higher-order, core construct of psychological capital. Besides these four, other potential positive constructs such as creativity, wisdom, well being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage are covered in Chapters 6 and 7. The concluding Chapter 8 summarizes and presents the research demonstrating the performance impact of PsyCap, the PsyCap questionnaire (PCQ) for measurement and the PsyCap Intervention (PCI) for development. Utility analysis indicates that investing in the development of PsyCap can result in a very substantial return. In total, this book provides the theory, research, measure, and method of application for the new resource of Psychological Capital that can be developed and sustained for competitive advantage.
... The construct of Psychological Capital (PsyCap) encapsulates an individual's state of psychological development comprised of the resources of hope, self-efficacy, resilience and optimism (Luthans, Youssef &Avolio, 2007). Research accumulated over the past decade has demonstrated that PsyCap is positively related to a variety of desirable job attitudes and behaviors, and negatively related to undesirable organizational outcomes. ...
... as well as concerns and issues, without endangering oneself or the team; building social capital that enables them to handle difficult situations more skillfully; and remaining unafraid to ask for help when faced with difficulties and obstacles, allotting fears of potential fallout (Edmondson, 2004;Luthans and Youssef, 2007). ...
... Prior research has used OCB as an indicator of employees' behavioural disposition towards positive organizational behaviour (Avey et al., 2008; Norman, Avey, Nimnicht & Pigeon, 2010;Zhong, 2007). "Psychological capital is a construct that enables positive work-related outcomes and positive organizational change that are beneficial to organizations, such as organizational citizenship behaviour (OCB)"(Luthans, Youssef & Avolio, 2007;Organ, 1988).Luthans (2002) studied about positive psychology where which he supported that "positive strengths and virtues of individuals have long term benefits". When OCB is positively orientated towards the organization then PsyCap may be seen as its antecedent(Fredrickson, 2003). ...
A growing body of evidence points to psychological capital (PsyCap), a crucial component of POB, as having a favourable impact on vital work attitudes and behaviours. However, studies show that more research is needed to properly understand psychological capital research (PsyCap), given that it is still in its early stages of growth (Newman et al. 2014). By combining efficacy, optimism, hope, and resiliency, Luthans et al. (2007a) coined the term psychological capital; or PsyCap for short. Despite the fact that many academics disagree with this definition, psychological capital is a higher-order concept. Over the past ten years, several studies have examined the relationship between PsyCap and specific employee attitudes, behaviours, and performance (Avey, Luthans & Youssef, 2010). The study examines PsyCap's determinants as well as its functional pathways, and it has been designed to do so at the organisational level. The proposed study seeks to advance our comprehension of positive psychology at work in the Indian organisational environment, with a primary focus on psychological capital (PsyCap). Even though this area has had a significant expansion, much more is still to be uncovered.
... Psychological Capital, is defined as "a fundamental concept of positive organizational behavior. (Luthans et al. 2007a) coined the term Psychological Capital, or PsyCap, describing efficacy, optimism, hope, and resiliency all together". "Psychological Capital is a positive and developmental state where an individual is high at efficacy, optimism, hope and, is resilient. ...
... Another construct within PsyCap is hope. "Hope is more than wishful thinking or a positive attitude, it does not only involve willpower but is also a path to accomplish goals" (Luthans et al., 2007a). PsyCap hope is based on the definition by Snyder et al. (1991) of "a positive motivational state that is based on an interactively derived sense of successful (1) (goal-directed energy) agency, and (2) pathways (planning to meet goals)" (p. ...
... Third construct of PsyCap is Optimism, it is not just being hopeful and confident about the future. "The occurrence of certain events, both positive and negative, contributes to PsyCap optimism" (Luthans et al., 2007a). According to Luthans et al. (2007a), optimism is "an explanatory style that attributes positive events to personal, permanent, and pervasive causes and interprets negative events in terms of external, temporary, and situationspecific factors" (p. ...
Since the last decade, in order for any human to live a more productiveand meaningful life efforts by organization are made at workplace. Theefforts for better understanding of the functioning of humans by apositive lens has been applied to the workplace. Consequently, “positiveorganizational behavior (POB) has been developed” (Bakker andSchaufeli, 2008). As said by Luthans, “POB is a study where the positiveoriented human resource strengths and psychological capacities arecontributed to organizational outcomes”. Avey et al. stated that “anincrease in research till date indicates that psychological capital(PsyCap), has a positive effect on important work attitudes, behaviorsand work performance”. The study aims to find: whether leadership,work climate and job content will contribute in the development ofPsyCap of employees. Whether leadership, work climate and job contentare having any relation amongst each other. The findings were there is noimpact of leadership and job content on the development of PsyCap andwork climate has an impact on the development of PsyCap. And there iscorrelation between leadership, work climate and job content regardingthe development of PsyCap of the employees.Keywords: Effective Organizational Performance, Job Content,Leadership, Psychological Capital, Work Climate.
... The following sections will review the relevant literature, outline the research methodology, present and discuss the findings, and conclude with practical implications, limitations, and recommendations for future research. Luthans et al. (2007) developed the concept of Psychological Capital (PsyCap), which assesses individual psychological resources characterised by self-efficacy (confidence in successfully handling complex tasks through effort), optimism (maintaining a positive outlook on the present and future), hope (persisting towards goals and adapting paths if necessary), and resilience (the capacity to bounce back from challenges and setbacks) (Luthans, 2007). The literature has extensively analysed how PsyCap affects various work environments and its role in enhancing employee productivity, well-being, satisfaction, and job performance (Avey, 2014;Loghman et al., 2023;Newman et al., 2014). ...
... The following sections will review the relevant literature, outline the research methodology, present and discuss the findings, and conclude with practical implications, limitations, and recommendations for future research. Luthans et al. (2007) developed the concept of Psychological Capital (PsyCap), which assesses individual psychological resources characterised by self-efficacy (confidence in successfully handling complex tasks through effort), optimism (maintaining a positive outlook on the present and future), hope (persisting towards goals and adapting paths if necessary), and resilience (the capacity to bounce back from challenges and setbacks) (Luthans, 2007). The literature has extensively analysed how PsyCap affects various work environments and its role in enhancing employee productivity, well-being, satisfaction, and job performance (Avey, 2014;Loghman et al., 2023;Newman et al., 2014). ...
... The literature has extensively analysed how PsyCap affects various work environments and its role in enhancing employee productivity, well-being, satisfaction, and job performance (Avey, 2014;Loghman et al., 2023;Newman et al., 2014). Initially examined in Western contexts, PsyCap is now considered applicable across numerous fields and cultures (Loghman et al., 2023) and is adaptable, indicating its flexibility (Luthans et al., 2007). However, the antecedents that impact PsyCap and aid in its development need further investigation (Xerri et al., 2021). ...
The study investigates the relationships between the perceived presence of positive organisational practices and the levels of personal and collective Psychological Capital (PsyCap) and Organisational Thriving (OT) observed by individuals. It hypothesises that applying Coaching-Based Leadership principles within organisations correlates with higher levels of individual and collective PsyCap and a stronger perception of Organisational Thriving. Additionally, it hypothesises that increased supervisor and peer appreciation and Work Gratitude are associated with higher individual and collective PsyCap and a greater perception of the organisation's thriving. Data were collected from 372 participants across 20 organisations using survey scales to measure Psychological Capital (PsyCap), Collective Psychological Capital (PsyCap), Organisational Thriving (OT), Coaching-Based Leadership (CBL), Appreciation at Work, and Work Gratitude. Spearman's rank correlation analysis revealed primarily moderate but significant positive correlations among these variables. Notably, the strongest correlations were observed between Organisational Thriving with both Coaching-Based Leadership and Work Gratitude, with slightly weaker correlations associated with Appreciation at Work. Collective PsyCap resources showed the most substantial links with Work Gratitude, followed by CBL and Appreciation at Work. In contrast, individual PsyCap (iPsyCap) demonstrated more modest but significant relationships with these organisational resources. This study contributes to the fields of Positive Organisational Scholarship and Positive Organisational Behaviour by empirically highlighting the potential impact of positive organisational practices on both individual and collective PsyCap and OT.
... Berdasarkan pada pendekatan Harding et al. (2021) wirausahawan dengan tingkat psychological capital yang tinggi menunjukkan sikap yang lebih optimis, percaya diri, dan tahan banting, sehingga mereka yakin bahwa kesuksesan akan menghampiri mereka sebagai pelaku usaha. Menurut Luthans et al. (2007) mendefinisikan Psychological capital sebagai bentuk perkembangan psikologis positif pada individu yang mencakup keyakinan pada diri sendiri untuk menghadapi dan menyelesaikan tugas-tugas yang sulit (selfefficacy), ketekunan dalam mencapai tujuan untuk mencapai kesuksesan (hope), pandangan positif terhadap keberhasilan saat ini dan masa depan (optimism), serta kemampuan untuk bertahan dan bangkit kembali saat menghadapi masalah, bahkan melampaui kondisi awal, untuk meraih keberhasilan (resiliency). ...
... Dalam penelitian ini, melibatkan dua variabel yaitu, psychological capital sebagai variabel Y (tergantung) dan locus of control sebagai variabel X (bebas). Skala yang digunakan untuk mengukur psychological capital adalah skala Psychological Capital Questionnaire-24 (PCQ-24) yang dikembangkan oleh Luthans et al. (2007). Skala ini berjumlah 24 aitem dengan 6 aitem dimensi self-efficacy, 6 aitem dimensi hope, 6 aitem dimensi optimism, serta 6 aitem dimensi resiliency. ...
... Berdasarkan pada pendekatan Ghufron, M. N., & Risnawita (2010) maka wirausahawan thrifting yang memiliki locus of control internal yang tinggi maka akan meyakini bahwa hasil dari usahanya ditentukan oleh kemampuannya seperti berinisiatif tinggi, suka bekerja keras, memiliki motivasi diri yang tinggi, serta memiliki persepsi bahwa usaha perlu dilakukan jika ingin berhasil. Hal ini identik dengan ciri individu yang memiliki psychological capital yang tinggi menurut Luthans et al. (2007) yaitu memiliki keyakinan untuk melakukan usaha yang diperlukan dalam mencapai kesuksesan, membuat atribusi positif tentang kesuksesan untuk saat ini dan mendatang, gigih dalam menggapai tujuan dan kesuksesan, serta bangkit ketika dihadapkan pada masalah dan kesulitan dalam mencapai kesuksesan. ...
Psychological capital is one of the important personal resources for entrepreneurs, especially when they are in a less conducive environment. In addition to psychological capital, locus of control is also an important element in influencing an entrepreneur in running his business. This study aims to determine the relationship between locus of control and psychological capital in thrifting entrepreneurs. This study used snowball sampling technique and involved 110 thrifting entrepreneurs. The data collection method used the IPC-Locus of Control Scale and Psychological Capital Questionnaire-24 (PCQ-24). Based on the results of data analysis using Spearman rank correlation coefficient, the correlation coefficient between internal locus of control and psychological capital is 0.235 with a p value of 0.007 (p < 0.05) and the correlation coefficient between external locus of control and psychological capital is -0.259 with a p value of 0.003 (p < 0.05). Thus, thrifting entrepreneurs with high internal locus of control tend to have high psychological capital. The effort that thrifting entrepreneurs can make to increase psychological capital is to believe that everything that happens to their business is dominated by internal factors such as their ability to manage their business plays an important role in the progress of their business.Psychological capital merupakan salah satu sumber daya pribadi yang penting bagi wirausahawan, terutama saat berada dalam lingkungan yang kurang kondusif. Selain psychological capital, locus of control juga merupakan elemen yang penting dalam mempengaruhi seorang wirausahawan dalam menjalankan usahanya. Penelitian ini bertujuan untuk mengetahui hubungan antara locus of control dengan psychological capital pada wirausahawan thrifting. Penelitian ini menggunakan teknik snowball sampling dan melibatkan wirausahawan thrifting sejumlah 110 orang. Metode pengumpulan data menggunakan Skala IPC-Locus of Control dan Psychological Capital Questionnaire-24 (PCQ-24). Berdasarkan hasil analisis data menggunakan Spearman rank correlation coefficient, didapatkan koefisien korelasi antara locus of control internal dengan psychological capital sebesar 0,235 dengan nilai p sebesar 0,007 (p < 0,05) dan koefisien korelasi antara locus of control eksternal dengan psychological capital sebesar -0,259 dengan nilai p sebesar 0,003 (p < 0,05). Dengan demikian, wirausahawan thrifting dengan locus of control internal tinggi cenderung memiliki psychological capital yang tinggi. Upaya yang dapat dilakukan wirausahawan thrifting untuk meningkatkan psychological capital adalah dengan meyakini bahwa segala sesuatu yang terjadi pada usahanya didominasi oleh faktor internal seperti kemampuannya dalam mengelola usaha berperan penting dalam kemajuan usahanya.
... Psychological capital has been demonstrated conceptually and empirically to be a core construct that predicts desirable employee outcomes such as performance and job satisfaction better than other individual resources considered independently [8]. It has also been established that psychological capital leads to better performance and work outcomes and positive work attitudes and behaviors [9]. ...
... Gittell et al. (2006) [28] explained that positive relationships can be a source for developing qualities like resilience in the face of change. Further, various studies [8,[29][30][31] have identified the positive constructs of efficacy, hope, optimism, and resilience as essential, collectively referring to them as psychological capital. Avey, Wernsing, and Luthans (2008) [27] surveyed 132 employees from a broad cross-section of organizations and jobs, finding that psychological capital, a core factor consisting of hope, efficacy, optimism, and resilience, was related to positive emotions. ...
... These emotions, in turn, influenced attitudes (such as engagement and cynicism) and behaviors (such as organizational citizenship and deviance) which are relevant to organizational change. While numerous positive constructs have been studied [32], the four that best align with the definition of psychological capital are efficacy, hope, optimism, and resilience [8,26,27]. Thus, in this study, psychological capital refers to an individual's positive psychological state of development, characterized by efficacy, hope, optimism, and resilience. ...
To improve school quality, it is essential for teachers to play a central role. Teacher efficacy largely depends on strong work motivation, which can be enhanced by fostering workplace spirituality and psychological capital. This study aimed to analyze the demographic differences among elementary school teachers regarding workplace spirituality, psychological capital, and teacher motivation. It also sought to examine the relationships between workplace spirituality, psychological capital, and teacher motivation. Particularly, it aimed to explore the impact of workplace spirituality and psychological capital on teacher motivation. This study included 348 teachers from various elementary schools across Taiwan. Its findings confirmed that the assessments of workplace spirituality, psychological capital, and teacher motivation were both reliable and valid. Male teachers exhibited greater efficacy and resilience in terms of psychological capital compared to their female counterparts. Teachers with more years of experience demonstrated greater efficacy, hope, and psychological capital, while those with fewer years of experience reported higher workplace spirituality. Moreover, workplace spirituality and psychological capital were significantly correlated with teacher motivation. The most influential predictors of teacher motivation were identified as workplace spirituality and psychological capital. As a result, the implication of this study is that school organizations can enhance teacher motivation by promoting workplace spirituality and psychological capital.
... Three factors remain important in determining how effectively MSME Innovation performs: the first is business service capacity (Leitão et al., 2022), the second is financing capacity (Li et al., 2020), and the third is incubation capacity (Du, 2021). According to the concept of psychological capital from Luthans et al. (2006) individual performance, is a function of psychological capital, which is influenced by characteristics such as self-efficacy, hope, optimism, and resilience. A person's self-efficacy is his belief in his capacity to execute a task successfully. ...
... Optimism is a type of attribution in which external and situation-specific variables, such as luck, are attributed to positive events and personal and enduring reasons, such as competence. The ability to recover or bounce back from adversity, conflict, and failure, as well as positive and challenging experiences capital, is defined as resilience (Luthans et al., 2006). The combination of these elements can have an impact on an individual's performance as well as the organization in which they work (Lai & Lin, 2015). ...
... The services provided by business incubators have the potential to increase the synergy of psychological factors and entrepreneurial capital, which can affect the performance of entrepreneurs in their businesses in the incubator and, ultimately, the performance of regional innovation (Luthans ISSN 2580-0566;E-ISSN 2621-9778 http://ejournal2.undip.ac.id/index.php/agrisocionomics Special Edition: 42-59, February 2024et al., 2006Kiani Mavi et al., 2019). Leitão et al., (2022) shown that business incubators can enhance innovation confidence and optimism by providing a trustworthy innovation platform and a solid core service framework. ...
Business incubators are seen as crucial enablers of innovation, offering mentoring and other support to the budding entrepreneurs and enterprises. Numerous investments have been made by the Governments and other agencies to support the growth of business incubators, including those in the infrastructure, finance, human resources and communication technologies. Using cross-section data from 156 representatives of MSMES in the City of Kediri (East Java Province of Indonesia), this study examines how business incubator capability is perceived to affect the innovation performance of regional MSMEs. Data has been analyzed using Structural Equation Modeling - Partial Least Squares techniques. Service Capacity, Financial Strength and Incubation Capacity has been identified as three important characteristics of the business incubators to support the innovation capability of MSMEs. Additionally, this study found that communication infrastructure in business incubators plays a significant moderating role to influence the innovation performance of MSMEs being incubated. In order to assist the growth of domestic technology entrepreneurs and innovation performance, this study supports the idea that developing economies should prioritize free knowledge transfer platforms through the over business incubators.
... PsyCap adalah turunan dari POB yang merupakan suatu inti yang dibangun di atas empat konstruk individual: hope, efficacy, resiliency, dan optimism. PsyCap dapat bervariasi secara individual dalam kondisi kontekstual (seperti dalam konteks partisipasi penyusunan anggaran) dan dapat bervariasi berdasarkan karakteristik individual seperti sifat atau kesehatan fisik (Luthans et al. 2007). ...
... Tekun mencapai tujuan, dan jika diperlukan, mengarahkan kembali langkah terhadap tujuan (hope) untuk mencapai keberhasilan, dan 4). Ketika mengalami kesulitan, tetap bertahan (resiliency) untuk mencapai sukses (Luthans et al., 2007). PsyCap bersifat positif dan mencakup perkembangan level individual terkait dengan efficacy, optimism, hope, dan resiliency. ...
... Venkatesh dan Blaskovich (2012) menemukan bahwa partisipasi penyusunan anggaran memiliki pengaruh positif terhadap PsyCap. Soleha et al. (2013) (Luthans et al. 2005a, 2005b, Larson and Luthans 2006, Luthans et al. 2007, Luthans et al. 2008, Gooty et al. 2009, Luthans dan Avolio 2009. Namun sejumlah penelitian tersebut tidak melihat secara spesifik dalam konteks penyusunan anggaran. ...
... Emotional Intelligence (EIQ) and Psychological Capital (PsyCap) are positive psychology constructs that have received relatively little research attention in educational settings. PsyCap refers to positive psychological states of hope, self-efficacy, resilience, and optimism (HERO) that are open to development and focused on "who the individual is becoming" as opposed to "who the individual is" (Luthans et al., 2015). Emotional Intelligence is also a positive psychology construct that can improve psychological health, as it is the ability to recognize, understand, and regulate emotions and use them effectively in life (Moradian, Movahedi, Rad, & Saeid, 2022). ...
... Through the mediating role of PsyCap, this study expands our understanding of the possible effects that the EIQ and Big Five personality traits have on teachers' professional well-being in the Ethiopian higher education context. Previous research has suggested that these constructs have a potential influence on a range of psychological variables, including self-efficacy, job satisfaction, and recognition, which are mediated by PsyCap (Luthans et al., 2015;Zewude & Hercz, 2024). These traits, along with those of PsyCap, are all positive constructs that have been found to have the greatest potential to improve work life and well-being. ...
... Little research has looked at the Big Five personality, EIQ, and PsyCap in African cultural contexts (Laher & Quy, 2009;Maree & Meijer, 2010;Van Zyl & De Bruin, 2012;Zewude & Hercz, 2024), and the results of these multinational contexts are often inconsistent. Therefore, this study explored the roles of the Big Five personality traits (Rammstedt & John, 2007) and EIQ (Wong & Law, 2002) on TPWB (Yildirim, 2014), and as a mediator of PsyCap (Luthans et al., 2015). This was done using self-report measures of the Emotional Intelligence Scale (EIS-16; Wong & Law, 2002); Big Five Personality Inventory (BFI-10; Rammstedt & John, 2007), Psychological Capital Questionnaire (PCQ-12;Luthans, Avolio, Avey, & Norman, 2007), and Teacher Professional Well-Being Scale (TPWBS; Yildirim, 2014). ...
This study aimed to explore the relationship among the Big Five personality traits, emotional intelligence (EIQ), psychological capital (PsyCap), and teacher well-being (TPWB) within the context of higher education. The objective was to predict TPWB in university teachers by utilizing the Big Five personality traits and PsyCap while considering EI as a mediator. Data were collected from 708 teachers in Ethiopian higher education institutions. Participants completed the Emotional Intelligence Scale (EIS-16), Big Five Personality Inventory (BFI-10), Psychological Capital Questionnaire (PCQ-12), and Teacher Professional Well-Being Scale (TPWBS). The analysis included reliability tests, correlation analysis, validity assessment, measurement invariance, and serial mediation testing. The findings unveil a significant direct positive effect of Big Five personality traits on EIQ, PsyCap, and TPWB. Furthermore, PsyCap demonstrates a direct positive effect on TPWB. PsyCap fully mediates the relationship between the Big Five personality traits, EIQ, and TPWB, while EIQ partially mediates the relationships between the Big Five personality traits and PsyCap/TPWB, accentuating a serial mediation effect. Moreover, the personality trait of openness to experience positively predicts EIQ, PsyCap, and TPWB. Conscientiousness and agreeableness also positively predict EIQ, while extraversion directly influences PsyCap in a positive manner. However, neuroticism exerts a negative direct impact on EIQ, PsyCap, and TPWB. Additionally, emotional intelligence partially mediates the relationship between the five dimensions of the Big Five personality (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) and TPWB. In conclusion, Psy-Cap fully mediates the relationship between the Big Five personality traits, EIQ, and TPWB, while EIQ partially mediates the relationships between the Big Five personality traits and PsyCap/TPWB. These findings hold significant implications for enhancing well-being among teachers.
... El capital psicológico se constituye por cuatro dimensiones: 1) la autoeficacia, es decir, la capacidad para realizar el esfuerzo necesario, movilizar la motivación y los recursos para accionar y ejecutar con éxito sus actividades, dimensión con respaldo científico respecto a su impacto positivo en las organizaciones (Chen et al., 2018;Hu et al., 2022;Peng et al.,2022); 2) el optimismo, atribución positiva del ahora y el futuro que implica una explicación o atribución negativa a eventos externos o específicos de una situación, permitiendo atribuirse eventos favorables a sí mismo, aumentando la autoestima y la motivación, además de alejar situaciones desfavorables, lo que protege de la depresión, la culpa y la desesperación; 3) la esperanza, perseverar hacia los objetivos; y 4) la resiliencia, la capacidad de recuperarse y sostenerse para lograr el éxito ante eventos adversos, incertidumbre o incluso cambios positivos, pero que conllevan mayores responsabilidades, acompañado de la habilidad para improvisar y adaptarse (Luthans et al., 2007;Luthans y Youssef, 2004). ...
... A partir de la definición del constructo de capital psicológico, Luthans et al. (2007) diseñaron el Psychological Capital Questionnaire, que se considera como un instrumento, conformado por 24 ítems distribuidos equitativamente en cuatro factores (pcq-24). Además, se cuenta con una versión de 12 ítems (pcq-12) y cuatro dimensiones (Luthans, 2015). ...
... Como se reconoce, el constructo de capital psicológico instituido por Luthans et al. (2007) ha sido medido con diversas escalas, lo que favorece controversias en los resultados debido a las características culturales que distinguen a los grupos en diferentes países. Además, se reporta distinta estructura factorial, relacionada con su conceptualización e influencia por variables culturales, del entorno y organizacionales (Wernsing, 2014). ...
El consumo excesivo de alcohol es un comportamiento de riesgo en el que las personas buscan efectos placenteros a pesar de las consecuencias negativas. La investigación sugiere que el consumo excesivo puede estar asociado con una variedad de comportamientos de riesgo dañinos, incluidos la agresión, accidentes automovilísticos y conducta sexual de riesgo. El objetivo de este estudio fue analizar la toma de decisiones de riesgo y la impulsividad para definir el mejor predictor para el consumo excesivo. Los participantes fueron 68 adultos jóvenes, se utilizaron las tareas: bart y descuento por demora. Se encontró que solo la tarea de bart presenta diferencias significativas en el consumo de alcohol, esto fue consistente con otros estudios, los modelos de regresión no fueron significativos. Se concluye que una medida de asunción de riesgos podría ser un mejor predictor para el consumo de alcohol frente a una medida de impulsividad.
... Resilience is the ability to recover quickly from negative emotions and adapt to changing circumstances [75]. To measure the resilience of employees in SMEs in China, this study applied the tool from the work of Luthans, Youssef, and Avolio [76], which includes a total of six items. However, one item had to be deleted because its factor weight was below 0.50. ...
... Eighth, in order to measure workplace loneliness and resilience among employees of Chinese SMEs, this study used the measurement scales of Hays, and DiMatteo [73] and Luthans, Youssef, and Avolio [76]. In this study, three low-factor loadings were removed. ...
Drawing on the implantation of organizational sustainable strategies, enterprises can effectively manage and recycle resources, reduce resource waste, improve market competitiveness, better respond to changes in the market and environment, and create long-term economic benefits. Although a large number of prior studies have emphasized the importance of improving sustainability and proposed various strategies and practical approaches, relatively few studies have explored the inhibitors of sustainability. Against such a research background, this study differs from previous research that has simply focused on ways to increase sustainability; we instead explore negative variables that reduce sustainability. We assess the variable that reduces organizational sustainability, that is, work withdrawal behavior that reduces employees’ enthusiasm for their jobs, hinders employee performance, causes financial losses, and limits organizational growth and sustainability. This directly affects the organization’s long-term growth and sustainability goals and damages the organization’s overall sustainability image. Therefore, understanding the reasons behind this behavior is important. This study examines how coworker incivility leads to work withdrawal behavior and validates relevant research models. Data from 294 Chinese SME employees show that coworker incivility positively affects workplace loneliness and work withdrawal behavior. Workplace loneliness mediates the impact of coworker incivility on work withdrawal behavior, while resilience negatively moderates these relationships. Based on these findings, this study offers recommendations for reducing work withdrawal behavior and improving workplace environments and employee mental health.
... Positive psychological capital awakens an individual's existing maximum potential beyond human capital (i.e., knowledge, skills, and experiences) and transcends social capital (i.e., individual networks or relationships) [34]. Positive psychological capital consists of four independent components: self-efficacy, optimism, hope, and resilience [35]. ...
... We used Youssef and Luthans' [39] scale to measure positive psychological capital. Specifically, we used 24 measurement items employed in Luthans et al. [35] that drew on Youssef and Luthans' [39] study. The items included "I can come up with many ways to overcome difficulties when faced with hardship at work", "I can overcome and recover from frustration and despair at work", and "I do not feel much difficulty". ...
This study empirically examines how employee compassion relates to job performance. Specifically, this study is a constructive replication and expansion of a previous study on the relationship between compassion and job performance using multiple sources of measurement. It investigates unexplored pathways within the public art sector in South Korea. Focusing on the mediating roles of positive work-related identity (PWRI) and positive psychological capital, we collected data from public art institutions in Korea, including galleries and museums, using a survey method. We tested the hypotheses using structural equation modeling and the PROCESS bootstrapping method. Our findings demonstrate a positive association between compassion and job performance, serially mediated by PWRI and positive psychological capital. Theoretically, by constructively replicating and expanding the previous findings, our study contributes to a robust understanding of how compassion could enhance employee performance. Practically, this study reinforces the value of fostering compassion and positive psychological resources to improve job performance, particularly within the public art sector.
... Self-efficacious people tend to set challenging goals and actively choose difficult tasks (Luthans, Youssef, and Avolio 2007). Since the generation of novel ideas requires people to go beyond their past knowledge and previously successful uses of their intellectual skills (Lubart and Sternberg 1995), self-efficacious students are likely to surpass their past academic achievements and achieve new outcomes. ...
... Because novel ideas require deviations from the status quo (Mueller, Melwani, and Goncalo 2012), PhD students who can recover from setbacks in their research are more likely to produce novel ideas. In addition, surmounting the challenges and setbacks inherent in achieving novel ideas requires perseverance (Amabile 1983), and resilient people are more likely to persevere (Luthans, Youssef, and Avolio 2007). Resilience would also be positively associated with usefulness because the effective adaptation to ever-changing situations exhibited by resilient people (Block and Kremen 1996) enables them to think of solutions that are feasible and useful in any given situation. ...
Drawing on the job demands–resources theory, this study pioneered the investigation of the influence of academic psychological capital (including self‐efficacy, hope, resilience, and optimism) on PhD students' creativity (including novelty and usefulness). It further explored the mediating role of academic engagement (including vigour, dedication, and absorption) in this relationship. A sample of 376 PhD students at two comprehensive universities in Jiangsu province, mainland China, responded to an online survey. Results showed that: (1) PhD students' self‐efficacy, resilience, and optimism positively predicted novelty, and all four dimensions of academic psychological capital positively predicted the usefulness dimension of creativity; and (2) dedication mediated the effects of hope and optimism on both novelty and usefulness; however, vigour and absorption did not mediate the association between academic psychological capital and creativity. The findings highlight the significance of academic psychological capital and academic engagement, especially dedication, in optimising PhD students' creativity.
... More specifically, dispositional mindfulness can facilitate the regulation of formulating, driving, and better managing positive psychological resources, which further contributes to positive creative outcomes (see Kudesia, 2019). According to this theory, PsyCap is emphasized as an important component of "a positive psychological state" (Luthans et al., 2007;p. 3), which provides an ideal and promising psychological context for providing sufficient positive psychological resources for boosting positive human functioning (Lorenz et al., 2022). ...
... 3), which provides an ideal and promising psychological context for providing sufficient positive psychological resources for boosting positive human functioning (Lorenz et al., 2022). In particular, PsyCap is highlighted as a positively oriented higher-order construct that consists of four subdimensions of positive personal characteristics (Luthans et al., 2007): (1) self-efficacy (i.e., confidence in one's ability to succeed at challenging tasks); (2) optimism (i.e., making positive attributions about success); (3) hope (i.e., persevering toward goals and, when necessary, redirecting paths with the hope to succeed); and (4) resilience (i.e., sustaining in and overcoming difficult situations to attain success; Lorenz et al., 2022). Related to the mindfulness-PsyCap-creativity relationship, the conservation of resource theory postulates that PsyCap (as a constitutive of a positive psychological state), on the one hand, is facilitated by dispositional mindfulness, while on the other hand, it provides sufficient positive psychological resources for enhancing creative functioning (Li et al., 2023). ...
The positive mindfulness-creativity link has been widely documented; however, its underlying psychological mechanisms remain less understood. From the perspective of positive psychology, this study examined the mediating effect of psychological capital (PsyCap) on the effect of dispositional mindfulness on creative functioning. A total of 894 Chinese secondary school students in Hong Kong (50.8% female; Mage = 15.5 years) completed the study. A cross-sectional design was used, in which context PsyCap and dispositional mindfulness were assessed by the Chinese version of the revised Compound PsyCap Scale (CPC-12R) and the Mindful Attention Awareness Scale (MAAS), respectively. Moreover, by adopting the multiple-measurement approach to creativity, three commonly used creativity tests (i.e., the Wallach-Kogan Creativity Test/WKCT, the Test for Creative Thinking–Drawing Production/TCT–DP, and the Creative Problem-Solving Test/CPST) were applied to capture three aspects of creativity (i.e., divergent thinking, creative combination, and creative problem solving). The results suggest that (1) PsyCap partially but significantly mediated the mindfulness-creativity link for all three aspects of creative functioning, and (2) PsyCap demonstrated the strongest effect size in mediating the mindfulness-creativity link for creative problem solving, followed by creative combination and then divergent thinking. These results, on the one hand, support the positive psychology perspective by confirming a positive psychological resource mechanism regarding the relationship between mindfulness and creativity. On the other hand, the results regarding the varied sizes of the mediation effect further enrich the discourse on this perspective by showing that the mediation mechanism may function to different degrees depending on which aspect of creativity is under consideration. These findings illuminate the positive functioning of mindfulness, psychological resources/capital and creativity.
... The term psychological capital is then commonly used in sociology, economics, and investment. People currently accept the definition of psychological capital proposed by Luthans as the positive psychological state of individuals in the process of growth and development that can guide individuals to generate positive cognition and thus influence individuals to generate positive behavior (29). The emphasis is on the fact that it can be enhanced via acquired training. ...
Objective
Public health emergencies pose a serious challenge to the ability of medical personnel to respond. We aimed to establish a scientific and effective resilience capability assessment scale for grassroots medical workers and explore the way to improve resilience.
Research design
Developed a resilience ability assessment scale and applied it on the medical personnel who worked in community health service centers for more than 1 year. Related indicators were identified through literature review and the Delphi method. The established scale was given weight using the attribute analytic hierarchy process, and the evaluation model was built through the grey correlation analysis.
Principal findings
A three-level indicator scale was established, which included three first-level indicators [professional quality (weight 0.346), psychological capital (weight 0.614), and emergency attitude (weight 0.040)]. The second-level indicators had 13 contents and were further subdivided into 46 three-level indicators. The overall resilience ability assessment score of 347 medical workers in Guangzhou was only 0.787. However, steady scientific-exercise habits and relative training can help improve their public health emergency resilience ability ( p < 0.05).
Conclusion
The establishment of the scale can provide a strategic basis for improving the resilience strength of grass-roots medical personnel. We should encourage this group to form a good habit of exercise, strengthen their crisis awareness by actively organizing theoretical training and practical exercises on public health emergencies, and improve their psychological capital level.
Patient or public contribution
In this study, 347 medical workers from 6 basic medical institutions in Guangzhou participated in the questionnaire.
... Positive psychological capital was measured using the scale by Yoo [49] who translated the Psychological Capital Questionnaire (PCQ) by Luthans et al. [50] and set the sub-variables based on that tool. This scale is comprised of 4 subfactors, which are self-efficacy (6 items), optimism (6 items), hope (6 items), and resiliency (6 items). ...
The purpose of this study is to examine the mediating effects of positive psychological capital and psychological burnout in the relationship between intrapersonal intelligence and respect for children’s rights among childcare teachers. This study explores the psychological mechanisms of childcare teachers that help to strengthen children’s rights in childcare centers. A survey of childcare teachers was conducted in Gyeonggi-do Province in Korea. Out of 560 copies of the questionnaire that were distributed, 502 were returned, and 465 were used for the analysis after questionnaires with incomplete responses were excluded. The collected data were analyzed using PROCESS macro version 4.0 to examine whether positive psychological capital and psychological burnout mediated the relationship between intrapersonal intelligence and respect for children’s rights. The results of this study showed close relationships among all variables. The mediation analysis showed that positive psychological capital and psychological burnout had sequential mediating effects in the relationship between intrapersonal intelligence and respect for children’s rights. Childcare teachers first must increase their positive psychological capital to protect and respect children’s rights. Also, educational programs tailored for childcare teachers must be developed for better psychological well-being to promote respect for children’s rights in the classroom.
... 47,48 According to Luthans et al., 49 PsyCap, a compound structure embodying resilience, optimism, hope, and self-efficacy, reflects an individual's positive psychological growth and strengths. [50][51][52] PsyCap empowers employees to confront workplace challenges, persist in goals, and recover from adversity. 21,53 Leadership is a key antecedent of PsyCap, with styles like ethical, authentic, and transformational leadership positively impacting it. ...
Background: Altruistic leaders significantly impact employees’ attitudes and behaviors, yet the mechanisms by which altruistic leadership enhances work-family balance remain unclear. This study addresses this gap by exploring how altruistic leadership affects work-family balance through psychological capital.
Objective: This study examines the link between altruistic leadership and work-family balance, focusing on the role of psychological capital.
Methods: Data from 255 healthcare employees in Indonesian public hospitals were analyzed using PLS-SEM.
Results: The study finds that altruistic leaders improve workers’ work-family balance, with psychological capital mediating this effect.
Conclusions: This research is the first to explore altruistic leadership’s impact on work-family balance, providing insights for enhancing individual well-being through effective leadership practices.
... Psychological capital is a positive psychological state characterized by hope, optimism, resilience, and self-efficacy, which can be viewed as an energy reservoir (Luthans et al., 2007b). The "gain spiral" suggests that sociometric status can nourish psychological capital (Hobfoll, 2002;Mahfud et al., 2020), which in turn provides individuals with a reservoir of energy to draw upon in the process of goal pursuit (Khairiyah, 2021). ...
Although research on grit has covered many fields, understanding its antecedents and formation mechanisms remains insufficient. In particular, a notable gap exists in understanding the role of sociometric status, a crucial indicator of social resources, on grit. Grounded in the conservation of resources theory, this study examined the relationship between sociometric status and two facets of grit: perseverance of effort (PE) and consistency of interest (CI). Further, it explored the mediating role of psychological capital and the moderating role of family subjective socioeconomic status (FSSS) mobility. 1,060 Chinese students participated. The findings revealed several key insights: (a) sociometric status was positively correlated with both PE and CI; (b) sociometric status increased psychological capital, which in turn improved PE rather than CI; (c) the association between sociometric status and PE, through psychological capital, was stronger in cases of upward FSSS mobility compared to downward mobility. These results significantly advance our understanding of how sociometric status fosters PE and CI among students, providing a nuanced perspective on the application of the conservation of resources theory, particularly its “gain spiral” and “social ecology nurturing resources” frameworks.
... Fourthly, while we examined meaningfulness of work and perceived organizational support as mediators, future research could explore additional mediating mechanisms. For example, investigating the role of psychological capital (Luthans et al., 2007) or work engagement (Schaufeli et al., 2002) could provide a more comprehensive understanding of the psychological processes linking work overload to safety behavior. Additionally, exploring potential curvilinear relationships between these variables could offer more nuanced insights into their interactions. ...
This study investigates the complex relationship between work overload and safety behavior in South Korean organizations, examining the sequential mediating roles of meaningfulness of work and perceived organizational support (POS), as well as the moderating effect of coaching leadership. Drawing on several theories, we propose a moderated mediation model to elucidate the mechanisms through which work overload impacts safety behavior. Utilizing a three-wave time-lagged design, data were collected from 202 employees across various corporations in South Korea. Structural equation modeling results supported our hypothesized model. Work overload was negatively associated with the meaningfulness of work, which in turn positively influenced POS. POS demonstrated a positive relationship with safety behavior. The sequential mediation effect of meaningfulness of work and POS in the relationship between work overload and safety behavior was significant. Moreover, coaching leadership moderated the relationship between work overload and meaningfulness of work, such that the negative effect was weaker when coaching leadership was high. These findings contribute to the literature by illuminating the psychological mechanisms linking work overload to safety behavior and highlighting the potential of coaching leadership in mitigating the negative effects of work overload. The study offers practical implications for organizations seeking to maintain safety standards while managing high workloads, emphasizing the importance of fostering meaningful work experiences, organizational support, and effective leadership practices. Our research extends the understanding of work overload and safety behavior in the South Korean context, addressing a gap in the literature. It also demonstrates the value of incorporating positive organizational behavior constructs in occupational safety research. Future studies could explore these relationships in different cultural contexts and investigate additional moderators to further refine our understanding of the work overload-safety behavior link.
... Other psycho-social factors collected in the survey included (1) psychological capital, which refers to one's positive psychological state and resources that can contribute to their overall well-being, resilience, and success [34]. The 12-item scale contains sample statements such as "I am confident that I could deal efficiently with unexpected events", "I am looking forward to the life ahead of me", and "I tend to bounce back quickly after serious life difficulties" [35]. ...
Women living with HIV/AIDS (WLHA) in Vietnam encounter challenges stemming from HIV-related stigma and gender disparities. This study delves into the intersectionality of HIV-related stigma and gender disparities as perceived by WLHA. A cross-sectional survey was conducted among 91 WLHA in Hanoi, Vietnam. Two sets of identically worded scales were used to measure awareness, agreement, and application of stigma towards people living with HIV/AIDS (PLHA) and WLHA. A larger difference between stigma scores towards WLHA and that of PLHA represents a higher level of female-specific stigma. Univariate analyses and multiple regressions were conducted to identify demographic and psycho-social factors associated with the gendered differences in stigma measures. Multiple linear regression showed that WLHA who were currently married were more likely to apply stigma concepts to themselves due to gender identity (adjusted beta coefficient (aBeta Coef) = 0.223). Psychological capital was negatively associated with awareness of stigma towards female identity (aBeta Coef = -0.261). A higher perceived norm in women’s equity and power was associated with less self-application of female-specific stigma (aBeta Coef = -0.294). Our findings underscore the importance of addressing psychological well-being and promoting gender equity norms as essential components in the efforts to reduce female-specific HIV-related stigma in WLHA.
... Additional question was included to this section that was about practice environmental satisfaction. 2) Psychological capital questionnaire [PCQ] [25,26], is a 24-item questionnaire designed to evaluate the PsyCap aspects. The PCQ has four dimensions: optimism, resiliency, hope, and efficacy. ...
Background
The ability to provide humanistic care has a significant impact on the therapeutic relationships in psychiatric services, which in turn influences patients’ outcomes.
Aim
To examine the relationship between psychological capital and humanistic care ability among mental health nurses in Saudi Arabia.
Methods
A descriptive correlational research design was implemented in this study. A convenience sampling method was used to collect information from 500 mental health nurses from a governmental mental health facility. The data were collected using the psychological capital questionnaire and the caring ability inventory.
Results
The results revealed high levels of psychological capital and humanistic care ability among mental health nurses. Psychological capital significantly predicted humanistic care ability ( 0.630, F(1,498) = 851.16, p< 0.001). Also, there were significant relationships between sociodemographic variables and psychological capital (age, educational level, and professional title) and humanistic care ability (age and years of experience).
Conclusion
Psychological capital was found to be be positively associated with the humanistic care ability of mental health nurses. The findings of this study suggest that nursing managers should explore strategies from the viewpoint of positive psychology to enhance the psychological capacity of mental health nurses to provide humanistic care abilities, which can effectively improve nurses-patients’ relationships and outcomes in clinical practice.
... The Psychological Capital Questionnaire, developed by Luthans et al. (2007b), has a Chinese version (PCQ-24) developed by Li (Luthans et al., 2008). It consists of 24 items categorized into four dimensions (Luthans and Youssef, 2004): Self-efficacy (items 1-6), hope (items 7-12), resilience (items 13-18), and optimism (items 19-24). ...
Background
Psychological capital has become a prominent focus in positive psychology, highlighting the positive influence of higher psychological capital on individuals. Self-directed learning ability is a fundamental skill for students, vital for enhancing academic performance and professional development, and is integral to the continuous learning process of nursing students. Recognizing the relationship between psychological capital and self-directed learning ability is crucial for the progress and development of undergraduate nursing students.
Objective
This study aims to investigate the correlation between psychological capital and self-directed learning ability in undergraduate nursing students, as well as to explore the factors that influence these variables.
Methods
A cross-sectional survey was conducted with 667 full-time undergraduate nursing students from a nursing school in Taizhou, China. Psychological capital and self-directed learning ability were assessed using the Psychological Capital Questionnaire and Self-Directed Learning Scale, respectively. Correlation and stepwise multiple regression analyses were then carried out to evaluate the relationship between psychological capital and self-directed learning ability among the participants.
Results
The study revealed that the psychological capital score averaged at 103.24 ± 15.51, while the self-directed learning scale score averaged at 230.67 ± 27.66. Variations in psychological capital scores were noted based on factors including grade level, being an only child, growth environment, monthly living expenses, parental education level, voluntary selection of nursing major, and club experience. Similarly, differences in self-directed learning scores were associated with factors such as grade level, gender, parental education level, and voluntary selection of nursing major. Moreover, a positive correlation was identified between the overall psychological capital scores and the total self-directed learning ability scores among nursing students. Notably, the multiple regression analysis highlighted that optimism and resilience played significant roles as predictors of self-directed learning ability.
Conclusion
Psychological capital is positively correlated with the self-directed learning ability of nursing students, with optimism and resilience identified as crucial predictors. Nursing educators can utilize strategies rooted in positive psychology and perseverance to improve the self-directed learning ability of nursing students.
... For this reason, two recommendations stem from this cycle of BMELTEVEP. The first one relates to the need to address and foster the sphere of the participating students' psychological capital (Luthans et al., 2006;Land et al., 2014), that is to say an individual's positive state of development that is characterised by: -Self-efficacy: having confidence to take on and put in the necessary effort to succeed at challenging tasks; -Optimism: making a positive attribution about succeeding now and in the future; -Hope: persevering toward goals and, when necessary, redirecting paths to goals in order to succeed; and -Resilience: when beset by problems and adversity, sustaining and bouncing back and even beyond to attain success. ...
This chapter reports on Blending MOOC s into English Language Teacher Education with Virtual Exchange during a Pandemic (BMELTEVEP), a virtual exchange project carried out between March and April 2021, with students and staff based in three Higher Education Institutions, two in the Global South (Brazil and Sri Lanka) and one in the Global North (UK). Participants were involved in the Third Space (Bhabha, 2004; Bhabha & Rutherford, 2006) created through the VE project, engaging with each other synchronously online and also asynchronously with a global English Language Teaching community of practice (Lave & Wenger, 1991) of over 200,000 participants on the FutureLearn MOOC Understanding Language: Learning and Teaching (by the University of Southampton and the British Council, 2020). Third Space, as coined by Bhabha (2004), is a place of exchange, clash, contrast, rearticulation, and negotiation rather than a space of resolution (Guimarães & Finardi, 2021; Helm, 2013; Orsini-Jones et al., 2022). Third Space emphasises the ambivalence that questions authoritarian and colonial discourses as well as the systems that reproduce them (Bhabha & Rutherford, 2006; Finardi & Guimarães, 2020).
... Building self-efficacy through Drive Your Future was a common theme expressed throughout the interviews and contributed to wider reflections on the acquisition and accumulation of various forms of capital [14]. While developing self-efficacy in social situations was the most commonly reported benefit recounted by participants, there were several indications that the intervention had helped to support the acquisition of other elements of psychological capital [9,39], namely in developing a stronger sense of optimism and hope [56]. For example, Luke explained: I'm more confident as a person now, more open. ...
Sport and physical activity is often utilized as a tool for engagement within interventions designed to support wider social and personal change for marginalized young people. The implicit discourse that underpins such interventions is the assumed transference of skills, qualities, and attributes acquired and developed through sport to broader societal contexts. However, there is a scarcity of studies that have critically examined this relationship. By way of correction, the purpose of this article is to examine the concept of transferability and explore how sport-based interventions might enable marginalized young people to thrive in other life domains. More precisely, the article calls for a rethink on what skills, attributes, and qualities might need to be transferred from sport-based interventions, while also outlining suggestions for how transfer might be facilitated. As a context for this discussion, the article draws upon empirical insights derived from a study of a youth-focused, golf-based intervention delivered in the south–west of England. Specifically, the article examines how providing opportunities for its youth participants to accumulate various forms of capital (rather than specific skills or qualifications) supported transfer, in combination with a pedagogical approach that resonated with notions of critical pedagogy.
... Mindfulness decreases stress by increasing awareness and acceptance of the present moment, which helps people control their reactions to stresses. 7 Employees who focus on the present might minimize rumination and concern, which typically worsen stress, resulting in a calmer, more centered state of mind. ...
In todays high-stress sectors, employee resilience is increasingly acknowledged as a vital component in company performance and individual well-being. This study looks into the influence of mindfulness techniques on employee resilience in such circumstances. Mindfulness, defined as a state of heightened awareness and presence, has been found to reduce stress and enhance psychological outcomes. This paper takes a mixed-methods approach, including quantitative surveys and qualitative interviews, to investigate the link between mindfulness practices and employee resilience.The quantitative component included a sample of 300 individuals from high-stress areas such as healthcare, banking, and technology. The participants were placed into two groups: control and intervention, with the latter undergoing an eight-week mindfulness training program. The Connor-Davidson Resilience Scale (CD-RISC) was used to assess resilience at baseline, immediately after intervention, and three months later. The qualitative component included in-depth interviews with 30 intervention group participants to acquire a better understanding of their mindfulness practice experiences and perceptions. The intervention group had significantly higher resilience ratings than the control group, and these benefits were sustained at the three-month follow-up. Key advantages of mindfulness, according to qualitative studies, include greater emotional control, attention, and coping techniques. This study highlights the importance of mindfulness techniques in promoting resilience in high-stress industries. Organizations may help their employees navigate the challenges of high-pressure situations by incorporating mindfulness into their well-being initiatives, resulting in greater performance and less burnout. Future studies should look at the long-term effects and efficacy of different mindfulness approaches in a variety of industry contexts.
... Psychological capital is a collective of individual positive psychological resources and energies. Luthans (2007aLuthans ( , 2007b defines psychological capital as the combination of four factors: selfefficacy, hope, optimism, and resilience. Myers (2012) suggests that optimistic individuals possess higher levels of self-efficacy, which facilitates prosocial behaviour. ...
To systematically evaluate the impact of psychological capital on individual prosocial behaviour. Methodology: Literature searches were conducted in the Scopus, APA PsycInfo, and PubMed databases for studies on the relationship between psychological capital and prosocial behaviour. Selected articles underwent quality assessment, and relevant data were extracted for a comprehensive review of the influence of psychological capital on prosocial behaviour. Results: A total of 6 studies were included, involving 41 independent effect sizes and 3203 participants. Findings that women exhibit higher levels of empathy and perspective taking than men, and they have higher levels of prosocial. Psychological capital positively predicts prosocial behaviour, and yoga and meditation can enhance psychological capital. Conclusion: Psychological capital can positively predict prosocial behaviour. Yoga and meditation can promote individuals' positive psychological capital.
University students are particularly vulnerable to depression. This study examines the correlations and predictive roles between self-deception, psychological capital, and depression among students from Chinese normal university. A 3-month follow-up mental health study was conducted with 260 Chinese normal university students, utilizing the Self-Deceptive Enhancement scale, Center of Epidemiological Studies Depression Scale and Positive Psychological capital Questionnaire. The Cross-lagged panel Model was employed to test the predictive relationship between self-deception, psychological capital, and depression. The prevalence of depression among these college students reached 35.0%. Correlation analyses showed that self-deception was positively correlated with psychological capital, while both self-deception and psychological capital were negatively associated with depression. The cross-lagged analyses revealed that self-deception negatively predicted depression (β = -0.16, p < 0.01); Psychological capital negatively predicted depression (β = -0.16, p < 0.01); The reciprocal predictive effects between self-deception and psychological capital were observed (β = 0.23 and 0.13, respectively, p < 0.05). The findings support the conservation of resources theory, underscoring the critical role of resource management in mental health. These results provide a theoretical basis for developing easy-to-administer interventions aimed at alleviating students' depressive symptoms by leveraging both self-deception and PsyCap as potential pathways for promoting psychological well-being. Furthermore, the study draws on Zhong and Ru’s (2021) cognitive processing model of self-deception to explore the unique role of self-deception in psychological regulation, futher expanding its applicability in mental health contexts.
Pada era yang semakin maju dan berkompetitif, dan perilaku berpendapat pada karyawan masih menjadi tantangan yang belum terselesaikan. Faktor pribadi yang terdapat dalam diri karyawan seperti efikasi diri, optimis, harapan dan resiliensi atau modal psikologis (psychological capital) disinyalir memiliki pengaruh pada munculnya pendapat pada karyawan atau employee voice behavior (EVB). Penelitian ini bertujuan untuk mencari tahu pengaruh modal psikologis (psychological capital) terhadap perilaku berpendapat pada karyawan (employee voice behavior). Penelitian ini melibatkan 100 partisipan dengan karakteristik khusus karyawan yang bekerja di kabupaten Karawang dan rentang umur 18 – 55 tahun. Peneliti menggunakan metode penelitian kuantitatif dengan desain kausal-asosiatif dan instrumen penelitian yang dipakai berupa skala psychological capital (PCQ-24) dan skala employee voice behavior (EVB) yang dikumpulkan melalui teknik kuota sampling. Melalui teknik analisis regresi linear sederhana didapatkan hasil bahwa terdapat pengaruh psychological capital terhadap employee voice behavior dan nilai pengaruhnya sebesar 57%. Penelitian ini menunjukkan bahwa pentingnya psychological capital pada karyawan dalam memunculkan perilaku berpendapat pada karyawannya agar industri dan organisasi dapat berkompetitif dengan para kompetitornya.
Háttér és célkitűzések: Napjaink gyorsan változó, bizonytalan, komplex és többértelmű világában kulcsfontosságú a változások szükségességének felismerésére és a rugalmas, gyors változások megvalósítására való képesség. A változás azonban rengeteg bizonytalansággal és félelemmel jár, a szervezeti tagok változásra való nyitottsága, a változással kapcsolatos hiedelmei, felelősségvállalása és pozitív pszichológiai állapota megatározó erőforrásnak tekinthető a szervezeti változások során. Kutatásunkban azt vizsgáltuk, hogy az egyén beállítódása, meggyőződései, hiedelmei, változáshoz való viszonyulása és pozitív pszichológiai állapota hogyan kapcsolódik a sikeres szervezeti változásokhoz annak érdekében, hogy azok fejlesztéséhez és a változások sikeres megvalósításához megalapozott támogatást adhassunk. Módszer: Kutatás sorozatunkban kevert módszert alkalmaztunk, félig strukturált interjúkat és online kérdőíves vizsgálatot folytattunk. A kvalitatív interjúk keretében 182 vezetőt kérdeztünk meg, az online kérdőívet 245 fő töltötte ki. Eredmények: Kutatásunk eredménye alapján megállapíthatjuk, hogy a szervezeti változásban résztvevők hiedelmei pozitív kapcsolatban állnak változási készenlétükkel, és változásban vállalt szerepükkel, amely a pszichológiai tőke faktoraival és a pszichológiai tulajdonosság érzetével, valamint a szervezeti bizalommal is pozitívan korrelál. Következtetések: Eredményeink szerint a vezetők a tudatos változásvezetés mellett a szervezeti tagok meggyőződéseinek, hiedelmeinek alakításával, pszichológiai állapotának és változási erőforrásainak fejlesztésével segíthetik elő leginkább a szervezeti változásokat, és érhetik el azt, hogy mind szervezeti, mind egyén szinten jelentkezzen a szervezeti változások pozitív eredménye.
Background: The humanistic care competency of infectious disease nurses plays a crucial role in clinical nursing practice. However, there is a lack of research on its influencing factors in China. This study aims to explore the influencing factors of humanistic care competency among Chinese infectious disease nurses and provide a reference basis for improving their humanistic care competency. Methods: A stratified cluster sampling was conducted in 22 hospitals of the Chinese Infectious Disease Nursing Alliance. A total of 3135 infectious disease nurses were surveyed using self-designed questionnaires. Descriptive analysis was performed to examine the current level of humanistic care competency among infectious disease nurses. Pearson correlation analysis was used to explore the relationships between humanistic care competency, organizational environment, and psychological capital. A hierarchical linear model (HLM) was employed to investigate the effects of organizational-level organizational environment and individual-level psychological capital on humanistic care competency. Results: Significant differences in humanistic care competency scores were observed between male and female infectious disease nurses ( P <0.05). Pearson correlation analysis revealed significant positive correlations between humanistic care competency and both nurses' psychological capital and organizational environment ( P <0.05). The HLM analysis indicated that gender, participation in training, and psychological capital had positive effects on humanistic care competency, while organizational environment exerted a negative moderating effect. Conclusions: Nurses' psychological capital and the organizational environment of their departments influence their humanistic care competency. It is recommended that managers focus on enhancing and improving the organizational environment, strengthening psychological assessments and training. By fostering a positive psychological capital among nurses, their humanistic care competency can be stimulated.
The gig economy has become a prominent topic in the 21st century, according to an independent review of workers' emerging era. There are many different types of occupations available in India's gig economy, and the sum of people working in this sector continues to rise. Gig workers face various obstacles. The psychological requirements for gig workers have slowly begun to receive prominence. Limited study exists on psychological capital among gig workers in India. This study intended to test a "Psychological Capital Questionnaire (PCQ)" for freelance employees. The 24-item PCQ measured "self-efficacy, optimism, hope, and resilience. PsyCap can help individuals behave safely, reduce job expectations, and improve safety leadership. We used survey methods to get the data, with 149 samples participating as respondents. The study found that the PCQ dimension in India has strong psychometric qualities, making it a suitable tool for assessing psychological capital in Indian gig employees.
Group counselling can assist teachers in better adapting to society and enhancing personality growth. Psychological capital also plays an important role in teachers’ professional development and career engagement. Nevertheless, the relationship between group counselling and the psychological capital development of kindergarten teachers is not fully understood. This study investigated the effects of group counselling on rural kindergarten teachers’ psychological capital status. A pre and post-test experimental design was conducted to investigate the effectiveness of the group counselling programme on rural kindergarten teachers’ psychological capital in Fujian Province, China. The group counselling programme comprised three stages: initial, theme activity, and final stages, and was carried out for 8 weeks, with one topic per week, and 90 minutes for each session. The psychological capital questionnaire was used as an assessment tool to intervene with 40 kindergarten teachers in the form of group counselling. While no significant difference was recorded between the intervention and control group before the intervention (Self-efficacy; 15.26 vs 14.63, optimism; 18.53 vs 18.63, hope; 5.42 vs 15.53, resilience; 23.16 vs 22.63), the latter group exhibited significantly higher scores (p < 0.05) in the total psychological capital and the four dimensions (self-efficacy; 14.63 vs 17.11, optimism; 18.63 vs 20.32, hope; 15.53 vs 16.63, resilience; 22.63 vs 26.16) post-intervention compared to those in the control group. These findings have important theoretical and practical implications in the context of rural preschool education in China. Group counselling can effectively improve the psychological capital level of rural kindergarten teachers and their psychological capital status.
Environmentally sustainable development relies heavily on employee green innovation behaviors. However, very few studies have explored or empirically tested these behaviors. Based on the conservation of resources (COR) theory, the research investigated the mechanism and boundary conditions of how perceived corporate social responsibility (CSR) affected employee green innovation behaviors. The quantitative approach was used to collect data from a sample of 185 leader-employee matches in the Chinese service industry. The findings from the regression analysis and bootstrapping tests demonstrated that perceived CSR positively affected employee green innovation behaviors. Moreover, well-being mediated the link between perceived CSR and employee green innovation behaviors. Moral self-efficacy played a moderating role between well-being and employee green innovation behaviors, and also moderated the indirect effects of perceived CSR on employee green innovation behaviors. These findings suggest that companies should be more attentive to employee perceived sense of CSR and well-being, improve employee moral self-efficacy, and conversely, encourage employees to exhibit more green innovation behaviors. Our research has important theoretical and practical implications for green innovation and the achievement of environmentally sustainable development.
This study aimed to investigate the relationship between Psychological capital (PsyCap) and perceived stress, as well as the mediating effects of six different coping strategies at work. A web-based survey was conducted with 3,000 office workers—2,193 males, 804 females, and 3 unknown, ; the participants’ mean age was 47.38 (SD: 8.7; range: 18-59)—. The measures included the Japanese version of the PCQ24, the Japanese version of the Perceived Stress Scale (PSS), and the Brief Scales for Coping Profile (BSCP), which consists of six coping factors. Structural Equation Modeling (SEM) suggested that PsyCap had a direct negative effect on perceived stress, an indirect positive effect on perceived stress through “Active solution” coping, and an indirect negative effect on perceived stress through “Changing a point of view” and “Avoidance and suppression” coping. These findings indicate that PsyCap has the dual impact of either reducing or increasing perceived stress directly or indirectly through these coping styles. Also, increased perceived stress through “Active solution” coping may result in positive outcomes after overcoming the temporary increase in stress. Future research should investigate the relationship of PsyCap between positive outcomes in the context of stress science research.
Amaç –Araştırmanın amacı, eğitim kurumlarındaki işyeri maneviyatının ve öğretmenlerin sahip olduğu pozitif psikolojik sermayelerinin işe adanma üzerindeki etkisini ortaya koymaktır. Bu çalışma ile okullardaki işyeri maneviyatının ve pozitif psikolojik sermayenin sağlanmasına, işe adanma konusunda yaşanan problemlerin giderilmesine, pozitif psikolojik sermaye ve işyeri maneviyatı ile işe adanmanın açıklanmasına destek sağlaması ve böylelikle eğitim sektörüne katkı sağlayabilecek bulguların elde edilmesi amaçlanmaktadır.Yöntem –Veriler anket yöntemiyle Balıkesir ili ve 20 ilçesinde bulunan 70 devlet okulunda görevli 763 öğretmenden gönüllülük esasına dayalı olarak toplanmıştır. Araştırmanın veri analizinde, istatistik paket programından yararlanılmıştır. Öğretmenlerden toplanan verilerin analizi keşfedici faktör, korelasyon ve regresyon analizi değerlendirilmeleriyle yapılmıştır. Bulgular –Araştırmadan elde edilen bulgular, işyeri maneviyatının ve pozitif psikolojik sermayenin işe adanmanın boyutları olan enerjik olma, işe bağlılık ve kendini işe verme üzerinde pozitif yönde ve anlamlı etkisinin olduğunu göstermektedir. Tartışma –Bulgular, benzer olan diğer araştırmalarla kıyaslanmış ve araştırma sonuçlarının diğerleriyle uyumlu olduğu görülmüştür. Dolayısıyla işyeri maneviyatı yüksek olan kurumlarda ve pozitif psikolojik özellikleri yüksek öğretmenlerde, işe adanmanın daha yüksek düzeyde sergilenmesi beklenmektedir.
Objectives
This study examined whether kindergarten teachers’ psychological capital mediates the association between their mindfulness in teaching and their morale. Additionally, it investigated whether this mediating process is moderated by various aspects of the organizational climate in kindergarten.
Method
A total of 614 Chinese kindergarten teachers completed self-report questionnaires assessing their perspectives regarding their mindfulness in teaching, psychological capital, morale, and organizational climate in kindergarten.
Results
The results indicated that (1) kindergarten teachers’ mindfulness in teaching was positively associated with their morale; (2) psychological capital partially mediated the relationship between their mindfulness in teaching and morale; and (3) several aspects of organizational climate (principal upholding, principal restriction, teacher engagement, teacher intimacy, and teacher alienation) moderated the relationships between mindfulness in teaching, psychological capital, and morale.
Conclusions
These results extend our understanding that the association between mindfulness in teaching and teacher morale is mediated by psychological capital and the above associations are moderated by the kindergarten organizational climate. The beneficial roles of psychological capital, principal upholding, teacher engagement, and teacher intimacy suggest that educational authorities could incorporate mindfulness and psychological capital training into their professional development programs to enhance teachers’ intrapersonal resource conservation. Principals and kindergarten managers could also create a positive kindergarten organizational climate, where principals are supportive and teachers are dedicated and intimate, to further develop teacher morale with positive contextual factors.
Preregistration
This study was not preregistered.
Bu çalışmanın amacı, öğretmenlerin psikolojik dayanıklılığının iş tatmini üzerindeki etkisini ve bu etkide içsel motivasyonun aracılık rolünü araştırmaktır. Söz konusu durum, öğretmenlerin gelecek nesillerin eğitim süreçlerinde önemli rollere sahip olmalarından dolayı önemlidir. Çünkü verilen eğitim, öğretmenlerin psikolojik durumları veya süreçleriyle ilişkilidir. İş özellikleri modeline göre de işle ilgili birtakım özelliklerin kişinin psikolojik durumunu etkileyerek, motivasyonlarını ve tatmin düzeylerini değiştirebileceği ifade edilmektedir. Bu bağlamda çalışmanın katılımcılarını Isparta’da görev yapan 169 öğretmen oluşturmaktadır. Çalışmada nicel araştırma veri toplama yöntemlerinden biri olan anket tekniği kullanılmıştır. Veriler, kolayda örnekleme yöntemi kullanılarak toplanmıştır. Elde edilen veriler, Jamovi 2.3.21 paket programı kullanılarak analiz edilmiştir. Çalışmada Weiss, Dawis, England ve Lofquist (1967)’nin geliştirdiği Minnesota Tatmin Ölçeği, Dündar, Özutku ve Taşpınar (2007)’nin literatürde yer alan ölçüm araçlarından yola çıkarak hazırladıkları Motivasyon Ölçeği’yle birlikte Smith ve arkadaşları (2018) tarafından literatüre kazandırılan Kısa Psikolojik Sağlamlık Ölçeği kullanılmıştır. Bu çalışmayla; psikolojik dayanıklılık ve içsel motivasyonun, öğretmenlerin iş tatmini üzerinde etkisi bulunan önemli unsurlar olduğu görülmüştür. Çalışmada, öğretmenlerin psikolojik dayanıklılık, iş tatmini ve içsel motivasyonları arasındaki ilişkiler tespit edilmiş aynı zamanda psikolojik dayanıklılıklarının içsel motivasyonları aracılığıyla iş tatminleri üzerinde pozitif yönde anlamlı doğrudan ve dolaylı etkisinin bulunduğu ortaya konulmuştur.
La fuerza de trabajo en los países iberoamericanos, evoluciona hacia una mayor presencia de trabajadores con educación superior, así el objetivo de esta investigación es determinar la influencia de algunos factores del capital psicológico en los trabajadores activos con título universitario en Lima Metropolitana. Además de analizar la relación entre el capital psicológico y el stress ocupacional en los mismos trabajadores. A través de un estudio de enfoque cuantitativo, de diseño transversal y no experimental, se aplica una encuesta a 395 trabajadores profesionales activos, los datos obtenidos son analizados empleando un modelo de ecuaciones estructurales basadas en covarianzas. El estudio demuestran la existencia de una relación causal significativa entre el balance trabajo-vida y el capital psicológico, asimismo, se comprueba una relación significativa entre los premios e incentivos y el capital psicológico. Finalmente, la investigación concluye que el apoyo social y la autoconfianza son los determinantes clave en el efecto positivo que el balance trabajo-vida y los premios e incentivos tienen sobre el capital psicológico.
This paper explores the impact of policy on organisational factors (leadership and organisational culture) and managers’ personal attributes (such as psychological capital) on their resistance to or acceptance of change. This qualitative study utilised interviews with senior leaders and focus groups with middle managers. The findings identified the impact of senior leadership and managers’ Psychological Capital on their acceptance of change. This paper identified the importance of understanding the drivers of change on managers during the change process in two public sector organisations. This paper found that the implementation of NPM reforms and austerity funding affected how managers’ interpreted new policies, which impacted their acceptance of change.
This study aims to analyze the significant influence of organizational climate, employee engagement, work palcement and organizational commitment on the organizational citizenship behavior of PT. Central Sumatera Bank Medan. The total population in this study amounted to 531 employee and use 84 employee as a sample. The analysis technique used is multiple regression analysis. The results showed that organizational climate, work placement and organizational commitment had a significant effect on organizational citizenship behavior and employee engagement had a not significant effect on organizational citizenship behavior at PT. Central Sumatera Bank Medan. As simultan effect the organizational climate, employee engagement, work placement and organizational commitment had a significant effect on organizational citizenship behavior at PT. Central Sumatera Bank. Abstraksi: Penelitian ini bertujuan untuk menganalisis pengaruh signifikan iklim organisasi, keterlibatan pegawai, penempatan kerja, komitmen organisasi terhadap Organizational Citizenship Behavior pada PT. Bank Sumut Kantor Pusat Medan. Jumlah populasi dalam penelitian ini adalah berjumlah 531 pegawai dan sampel yang diambil sebanyak 84 pegawai PT.Bank Sumut Kantor Pusat. Teknik analisis yang digunakan adalah analisis regresi linear berganda. Hasil penelitian menunjukkan bahwa budaya iklim organisasi, penempatan kerja dan komitmen organisasi berpengaruh signifikan terhadap OCB sedangkan keterlibatan pegawai tidak berpengaruh signifikan terhadap OCB pada PT. Bank Sumut Kantor Pusat Medan. Secara simultan iklim organisasi, keterlibatan pegawai, penempatan kerja dan komitmen organisasi berpengaruh signifikan terhadap OCB pada PT. Bank Sumut Kantor Pusat Medan.
In some situations, goal striving does not go without problems, leading to intrapsychic decisional conflict between giving up and persisting in problematic goal striving, known as an action crisis. However, only limited attention has been devoted to cultivable positive psychological resources that can shield individuals from an action crisis development. In the six studies, we examined the role of psychological capital (PsyCap), the higher-order construct based on similarities between hope, self-efficacy, resilience, and optimism and their unique characteristics in an action crisis experience. A pilot study (N = 295) established a link between variables, indicating that the more PsyCap participants had, the fewer action crises they experienced (and vice versa). In a preregistered follow-up study (N = 210), this finding was replicated. Furthermore, it was shown that the relationship was indirect, potentially mediated by the appraisals of goal attainment. In the third study (N = 411), some essential aspects were varied. The main findings were conceptually replicated, showing that PsyCap was associated with action crisis and predicted it above and beyond selected personality traits (negative emotionality and conscientiousness). In the fourth and fifth study (N = 272 and N = 268), the indirect role of goal-related negative emotions, controlled motivation, and effort was supported. Also, results were partially extended to goal progress. However, in a longitudinal study (N = 254) with the random intercept cross-lagged panel model, it was shown that although the average level of PsyCap across time points is negatively associated with the average level of action crisis (i.e., the between-person effect was supported), the cross-lagged within-subject effect of PsyCap on action crisis was not supported.
Bu çalışma, pozitif örgütsel davranış alanında yer alan bilimsel kanıtların derlenmesini ve Türkçe yayınlanmış makaleler üzerinden pozitif örgütsel davranış alanının panoramasının ortaya konmasını amaçlamaktadır. Bu amaçla, pozitif örgütsel davranış araştırmaları kategorisine giren, hakemli dergilerde yayınlanmış akademik makale türünden yayınlar derlenmek suretiyle PRISMA yöntemi esas alınarak sistematik bir literatür taraması yapılmıştır. Ulakbim TR Dizin arşivi ve Google Akademik kullanılarak ve "pozitif örgütsel davranış," "pozitif örgüt yazını," "pozitif örgüt araştırması," "pozitif örgüt kuramı," "örgütlerde pozitif davranış," "pozitif iş tutumları," "örgütlerde psikolojik sermaye," "psikolojik güçlülük," "psikolojik dayanıklılık," "örgütlerde pozitif psikoloji" anahtar sözcükleri ile yapılan tarama sonucunda toplamda 121 makale üzerinden içerik analizi yapılmıştır. Pozitif örgütsel davranış çalışmalarının 2000 yılından bugüne bir dökümünü ortaya koyan araştırma sonucunda alanın seyrine dair birtakım eleştirel çıkarımlar yapılmıştır. Buna göre tespit edilen sorunlar, 1) Yeterli kuramsal temel yoksunluğu ve kavramsallaştırma sorunları, 2) Metodik problemler, 3) Kanıt yetersizliği ve replikasyon zaafiyeti, 4) Düşük özgünlük seviyesi, 5) Neoliberal ideolojiye hizmet etme ve 6) Uygulamaya ve politikaya tercüme olmama şeklinde kategorize edilmiştir.
Introduction by the Editor: Workplace emotional health plays a vital role in managing stress and maintaining strong interpersonal relationship in the workplace. Workplace emotional health is regulated by mainly four factors namely work load, emotional intelligence, emotional blackmail and emotional labour. A study undergone by Chin yen et al., in 2023 states that workplace emotional health can be measured by four factors emotional expression strategies, emotional awareness, interpersonal adaptation and work load. Stress is crucial to academic and industrial jobs, which should be regulated in a productive way. The results of this study revealed that workplace emotional health can be regulated by three factors emotional control, interpersonal relationship management and self-motivation. The same way a manager’s emotional quotient also affects the subordinate’s productivity. Zhang et al., adopted a multilevel framework investigation in 2020 to find out the link between group leader’s emotional intelligence with group performance, came out with a reliable result of two factors group cohesion and person-group fit. A good match between job match and group member’s characteristics may help in addressing these issues in advance.
Penelitian ini bertujuan untuk menilai hubungan antara psychological capital dengan work engagement karyawan Bank X Pusat Sumatera Barat. Penelitian ini menggunakan teknik proportional sampling. Populasi dalam penelitian ini adalah karyawan masing-masing Divisi Bank X Pusat Sumatera berjumlah 248 orang. Jumlah sampel dalam penelitian ini sebanyak 150 orang. Hasil uji coba pada skala psychological capital diperoleh nilai koefisien validitas berkisar antara 0,303 sampai 0,717, sedangkan hasil tes pada skala work engagement diperoleh nilai koefisien validitas berkisar antara 0,365 sampai 0,839. Nilai koefisien reliabilitas pada skala psychological capital diperoleh sebesar 0,930 dan pada skala work engagement diperoleh sebesar 0,944. Hasil uji hipotesis menunjukkan koefisien korelasi antara variabel psychological capital dengan variabel work engagement diperoleh dengan r = 0,767 dengan tingkat signifikansi p = 0,000 yang berarti bahwa hal itu dapat disimpulkan bahwa ada hubungan yang signifikan antara psychological capital dengan work engagement. Nilai positif menunjukkan jika psychological capital karyawan di Bank X Sumatera Barat tinggi, work engagement juga akan tinggi.
The purpose of the study is to investigate the influence of job satisfaction toward employee engagement through psychological ownership as the moderator. Research design used is a cross sectional study of 163 employees. Data is analyzed by multiple linear regression analysis. Result shows job satisfaction is able to influence employee engagement significantly through psychological ownership as the mediator. The p=0,000 with significance level 0,05. The sig F change shows 0,006, which is<0,05, therefore mederation effect is significant. Moderation effect also has a better influence than the direct effect. The effect is increasing from 27,2% without moderator to 31,5% with moderator.
Utility analysis suggests that human resources policies can have an economically significant impact on business organizations. Confidence in such conclusions, however, requires an accurate estimate of SDy. This article provides a validity check on prevailing subjective methods of SDy estimation by directly estimating SDy from unique field data. Using both simulated and field data, we first illustrate the range of potential bias associated with predictor unreliability in regression analysis and show how to calculate corrected values. We then discuss the methodological problems of directly estimating SDy with organizational data and provide a range of estimates for SDy. Our direct estimation of SDy yielded values ranging from 74% to 100% of mean salary, which are considerably greater than conventional subjective judgments.
Describes the development of a method for estimating the standard deviation of job performance in dollars that might permit wider application of utility analysis to personnel activities. The method builds on traditional industrial psychological principles of job analysis and performance measurement, and it allows translation of behaviorally based performance rating data into economic terms. In a field study of 602 1st-level managers, promoted either via a panel selection/interview process or via an assessment center, the method was shown to be feasible, practical, and simple to use. Comparative utility analysis indicated a significant payoff in terms of improved performance per person per year for the assessment center. (26 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
“I’ve got to find a way off this treadmill! Life istoo frantic. By the time I get the kids dressed, fed,and off to school, fight the traffic into town, andscramble for a parking spot, I feel like I’ve alreadyput in a day’s work. And then the whirlwindbegins. And then later I have to beg out of thosedarned 4:00 p.m. meetings, which I know willdrag on past 6:00, so I can get back to the day carecenter by 5:30 to avoid the by-the-minute latecharges. But this means rushing home with a fullbriefcase and working after dinner until 11:00 orso, and then a few hours’ sleep, and anotherround begins. If I could just cut back to a three-day week, I’d have time to do more with the PTA,I could join that book club, I could read thenewspaper in the morning, and I could be morepresent with the family. We can live with thereduced income. How much more sane life wouldbe if I just cut back.”—A harried lawyer
For the most part, managers looking to cure their organizational ills rely on obsolete knowledge they picked up in school, long-standing but never proven traditions, patterns gleaned from experience, methods they happen to be skilled in applying, and information from vendors. They could learn a thing or two from practitioners of evidence-based medicine, a movement that has taken the medical establishment by storm over the past decade. A growing number of physicians are eschewing the usual, flawed resources and are instead identifying, disseminating, and applying research that is soundly conducted and clinically relevant. It's time for managers to do the same. The challenge is, quite simply, to ground decisions in the latest and best knowledge of what actually works. In some ways, that's more difficult to do in business than in medicine. The evidence is weaker in business; almost anyone can (and many people do) claim to be a management expert; and a motley crew of sources--Shakespeare, Billy Graham,Jack Welch, Attila the Hunare used to generate management advice. Still, it makes sense that when managers act on better logic and strong evidence, their companies will beat the competition. Like medicine, management is learned through practice and experience. Yet managers (like doctors) can practice their craft more effectively if they relentlessly seek new knowledge and insight, from both inside and outside their companies, so they can keep updating their assumptions, skills, and knowledge.