Impact of positive psychological capital on employee well-being over time.

Avey, James B.; Luthans, Fred; Smith, Ronda M.; Palmer, Noel F.

doi:10.1037/a0016998

Cited by 722 publications

(667 citation statements)

References 101 publications

(170 reference statements)

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“…However, positive psychological resources, such as efficacy and optimism, counteract the distress from these demands, such that the components of PsyCap act as a suppressor of stress and anxiety. Using this argument, previous research has found negative relationships between PsyCap and stress and anxiety (Avey, Luthans, & Jensen, 2009) as well as positive relationships with psychological well-being (Avey, Luthans, Smith, & Palmer, 2010). Overall, in this meta-analysis we anticipate PsyCap will have a positive relationship with desirable employee attitudes and a negative relationship with undesirable employee attitudes.…”

Section: The Background and Foundation Of Psychological Capitalmentioning

confidence: 86%

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Avey

Reichard

Luthans

et al. 2011

Human Resource Dev Quarterly

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1,261

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The positive core construct of psychological capital (or simply PsyCap), consisting of the psychological resources of hope, efficacy, resilience, and optimism, has recently been demonstrated to be open to human resource development (HRD) and performance management. The research stream on PsyCap has now grown to the point that a quantitative summary analysis of its impact on employee attitudes, behaviors, and especially performance is needed. The present meta‐analysis included 51 independent samples (representing a total of N = 12,567 employees) that met the inclusion criteria. The results indicated the expected significant positive relationships between PsyCap and desirable employee attitudes (job satisfaction, organizational commitment, psychological well‐being), desirable employee behaviors (citizenship), and multiple measures of performance (self, supervisor evaluations, and objective). There was also a significant negative relationship between PsyCap and undesirable employee attitudes (cynicism, turnover intentions, job stress, and anxiety) and undesirable employee behaviors (deviance). A sub‐analysis found no major differences between the types of performance measures used (i.e., between self, subjective, and objective). Finally, the analysis of moderators revealed the relationship between PsyCap and employee outcomes were strongest in studies conducted in the United States and in the service sector. These results provide a strong evidence‐based recommendation for the use of PsyCap in HRD and performance programs. Theoretical contributions, future research directions, and practical guidelines for HRD conclude the article. Gallup Polls in recent years suggest that Americans are pessimistic about incremental

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Section: The Background and Foundation Of Psychological Capitalmentioning

confidence: 86%

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Avey

Reichard

Luthans

et al. 2011

Human Resource Dev Quarterly

Self Cite

1,261

1,215

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“…Dichos estados psicológicos han sido ampliamente relacionados con el bienestar (Avey, Luthans, Smith y Palmer, 2010) y también con actitudes y conductas organizacionales positivas tales como la satisfacción laboral, el desempeño y el compromiso organizacional (Luthans, Avolio, Avey y Norman, 2007;Luthans, Norman, Avolio y Avey, 2008;Avey, Luthans y Youssef, 2010;Luthans, Avey, Avolio y Peterson, 2010).…”

Section: Introductionunclassified

Capital psicológico positivo. Validación del cuestionario PCQ en España.

et al. 2014

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Resumen: En este estudio se describe el constructo de capital psicológico positivo (Luthans y Youssef, 2004) y la validación en España de un instrumento para medirlo: el PCQ (Psychological Capital Questionnaire). Este cuestionario mide cuatro aspectos diferentes, aunque relacionados entre sí, del concepto más amplio de capital psicológico. Estos aspectos son la autoeficacia, la esperanza, el optimismo y la resiliencia. Los resultados obtenidos (N = 372) a través del modelado de ecuaciones estructurales confirmaron que la versión española del cuestionario presenta una alta fiabilidad, así como validez convergente y discriminante. Se discuten los resultados, aportaciones y limitaciones del presente estudio. Palabras clave: Capital psicológico positivo; autoeficacia; esperanza; optimismo; resiliencia.Title: Positive psychological capital. Validation of the Spanish version of the PCQ questionnaire. Abstract: This study describes the construct of positive psychological capital (Luthans and Youssef, 2004) and the validation of the Spanish version of the PCQ (Psychological Capital Questionnaire) in a sample of 372 employees. This questionnaire measures four different components, although related, of the broader concept of psychological capital. These components are self-efficacy, hope, optimism and resilience. Structural equation modeling revealed that the Spanish version of the questionnaire shows a high reliability and convergent and discriminant validity. Results, and contributions, and limitations of the present study are discussed. Key words: Positive psychological capital; self-efficacy; hope; optimism; resiliency. IntroducciónEn los últimos años, el interés por la naturaleza positiva y las fortalezas de los trabajadores y su efecto en el rendimiento ha experimentado un gran auge dentro de la Psicología de las Organizaciones. Así, ha surgido el estudio del comportamiento organizacional positivo (Positive Organizational Behavior, POB), el estudio y la aplicación de fortalezas y capacidades psicológicas positivas que pueden ser medidas, desarrolladas y gestionadas de manera efectiva para mejorar el rendimiento laboral (Luthans, 2002a).El término capital psicológico es una reciente ampliación de la noción económica de capital, que se refiere tanto a los bienes duraderos que sirven como factores de producción, como por ejemplo, la tierra o la mano de obra, como a los bienes no tangibles, como la gestión o la organización del trabajo (Luthans y Youssef, 2004). Como señalan Luthans y Youssef (2004), la idea de un capital no tangible llevó a variaciones del término como el capital humano y capital social. Estos autores engloban dentro del capital humano los conocimientos, habilidades y competencias derivadas de la educación y de la experiencia, e incluyen dentro del capital social las relaciones interpersonales, inter-grupales e interorganizacionales.En resumen, es en el contexto del comportamiento organizacional positivo de donde surge el concepto de capital psicológico que se define como un estado de desarrollo psicol...

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“…Further, PsyCap has been found to predict unique variance in important employee attitudes and behaviors over and above their demographics, core-self evaluations, personality traits, and person-organization and person-job fit (Avey, Luthans & Youssef, 2010). There is also a growing number of studies refining and expanding the positive impact of PsyCap on outcomes such as stress (Avey, Luthans & Jensen, 2009), well-being (Avey, Luthans, Smith & Palmer, 2010), team effectiveness (Walumbwa, Luthans, Avey & Oke, 2011), and organizational change (Avey, Wernsing & Luthans, 2008). However, missing from this rapidly expanding research literature is the impact that PsyCap may have on problem-solving and innovation, and the role that PsyCap may have when integrated with OB Mod in positively impacting these complex areas of problem solving and innovation.…”

Section: Positive Organizational Behavior and Psychological Capitalmentioning

confidence: 99%

A Tale of Two Paradigms: The Impact of Psychological Capital and Reinforcing Feedback on Problem Solving and Innovation

Luthans

Youssef

Rawski

2011

Journal of Organizational Behavior Management

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114

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Impact of positive psychological capital on employee well-being over time.

Cited by 722 publications

References 101 publications

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance

Capital psicológico positivo. Validación del cuestionario PCQ en España.

A Tale of Two Paradigms: The Impact of Psychological Capital and Reinforcing Feedback on Problem Solving and Innovation

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