Psychological Capital Questionnaire - Short Version (PCQ-12): evidence of Validity of The Brazilian Version

Kamei, Helder; Ferreira, Maria Cristina; Valentini, Felipe; Peres, Mário Fernando Prieto; Kamei, Patricia Tobo; Damásio, Bruno Figueiredo

doi:10.1590/1413-82712018230202

Cited by 16 publications

(15 citation statements)

References 41 publications

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“…Therefore, the results showed a configural, metric and scalar invariance of the PCQ-24 in the second-order model with 21 items, since the differences caused by the restrictions were practically irrelevant and were not statistically significant for the female and male groups. Similar results were found in the study by Kamei et al, (2018) testing the invariance of PCQ-12 in Brazil for samples independent of sex and age.…”

Section: Discussionsupporting

confidence: 89%

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Psychological Capital Questionnaire (PCQ-24): Preliminary Evidence of Psychometric Validity of the Brazilian Version

et al. 2020

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The PCQ-24 is the main international measure for assessing psychological capital (PsyCap) in organizational contexts. In order to evaluate its adaptation to the Brazilian context, this study aimed to verify preliminary evidences of its psychometric validity. Data collection was conducted online with 749 employees from all regions of Brazil. Confirmatory factor analysis was performed to examine the quality of fit of the second-order factor structure of PCQ-24. The fit indicators were satisfactory (χ2= 742.10, χ2/df= 4.01, p< .001, SRMR= .05, CFI= .91, GFI= .90, TLI= .90, RMSEA= .06). Cronbach’s alpha was .92 and the composite reliability coefficient was .95; in addition, a multigroup confirmatory factorial analysis, comparing male and female participants, demonstrated that the scale is adequate for both groups. These results indicate, in a preliminary way, the validity of PCQ-24 as a measure of psychological capital in the Brazilian labor context.

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Section: Discussionsupporting

confidence: 89%

“…Recently, Kamei et al, (2018) presented robust evidence of validity of the PCQ-12 in the Brazilian context. The results showed fit indexes for a secondorder structure, with a general psychological capital factor explaining the four first-order factors (CFI = 0.95, TLI = 0.94, RSMR = 0.04, RMSEA = 0.06).…”

Section: The Measure Of Psycapmentioning

confidence: 99%

Psychological Capital Questionnaire (PCQ-24): Preliminary Evidence of Psychometric Validity of the Brazilian Version

et al. 2020

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“…2.2.2.3 Intrapersonal factors . Psychological capital defined as an individual’s positive psychological resource was measured through a standardized scale-PCQ-12 [ 27 ] that assessed the four integrating dimensions, namely, self-efficacy (3 items), hope (4 items), optimism (2 items) and resilience (3 items) on a 6-point scale (1 = strongly disagree to 6 = strongly agree). A summated score was considered for the study.…”

Section: Methodsmentioning

confidence: 99%

COVID-19 and psychological distress: Lessons for India

Verma¹,

Aggarwal

Nanjundappa

et al. 2021

PLoS ONE

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Purpose The COVID-19 pandemic has undoubtedly altered the routine of life and caused unanticipated changes resulting in severe psychological responses and mental health crisis. The study aimed to identify psycho-social factors that predicted distress among Indian population during the spread of novel Coronavirus. Method An online survey was conducted to assess the predictors of distress. A global logistic regression model was built, by identifying significant factors from individual logistic regression models built on various groups of independent variables. The prediction capability of the model was compared with the random forest classifier. Results The respondents (N = 1060) who are more likely to be distressed, are in the age group of 21-35 years, are females (OR = 1.425), those working on site (OR = 1.592), have pre-existing medical conditions (OR = 1.682), do not have health insurance policy covering COVID-19 (OR = 1.884), have perceived seriousness of COVID-19 (OR = 1.239), have lack of trust in government (OR = 1.246) and whose basic needs’ fulfillment are unsatisfactory (OR = 1.592). The ones who are less likely to be distressed, have higher social support and psychological capital. Random forest classifier correctly classified 2.3% and 17.1% of people under lower and higher distress respectively, with respect to logistic regression. Conclusions This study confirms the prevalence of high distress experienced by Indians at the time of COVID-19 and provides pragmatic implications for psychological health at macro and micro levels during an epidemiological crisis.

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“…To sum up, the findings of this study on the significance of gender and age-related variables for positive organizational practices, psychological capital, and life satisfaction might reflect the specifics of the Lithuanian population. They should not be generalized, as some studies revealed different results [118,[182][183][184][185].…”

Section: Public Sector Employees Do Not Differ In Their Life Satisfac...mentioning

confidence: 99%

Positive Organizational Practices, Life Satisfaction, and Psychological Capital in the Public and Private Sectors

Diržytė

Patapas

2022

Sustainability

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Public and private sector employees confronted stressful life circumstances that affected the world during the COVID-19 pandemic. Therefore, new knowledge on possible psychological and organizational resources is needed. This study aimed to explore positive organizational practices, psychological capital, and life satisfaction of employees in the public and private sectors. The survey applied the Satisfaction with Life Scale (SWLS), the Psychological Capital Questionnaire—PCQ-24, validated in the Lithuanian population (the Lith-PCQ-21), and the Positive Organizational Practices Questionnaire. The sample consisted of 582 employees, including 443 public sector and 139 private sector employees. The respondents’ mean age was 42.0981 years (SD = 13.23083). The CFA results confirmed the six-factor structure of positive organizational practices, χ2 = 270,884.785; Df = 406; CFI = 0.996; TLI = 0.996; NFI = 0.995; RMSEA = 0.074 [0.070–0.078]; SRMR = 0.043, the four-factor structure of psychological capital, χ2 = 32,780.109; Df = 190; CFI = 0.983; TLI = 0.980; NFI = 0.978; RMSEA = 0.082 [0.076–0.088]; SRMR = 0.067, and one factor structure of life satisfaction, χ2 = 10,588.246; Df = 10; CFI = 0.999; TLI = 0.999; NFI = 0.999; RMSEA = 0.022 [0.000–0.066]; SRMR = 0.014. The findings revealed that private sector employees demonstrated higher scores of dignity, support, care, forgiveness, and overall positive organizational practices than public sector employees. Private sector employees demonstrated higher optimism scores than public sector employees, and public sector employees demonstrated higher self-efficacy scores than private sector employees. Male employees demonstrated significantly higher scores on dignity, meaning, and forgiveness than females. Significant positive correlations were found between age and resilience, care and age, care and number of working years, care and number of working years in the current organization. Psychological capital mediated the link between positive organizational practices and life satisfaction. Positive organizational practices were linked to life satisfaction and psychological capital in both employees’ groups, but the features of links were distinctive in the public and private sectors. These results signify the importance of positive organizational practices and psychological capital for the life satisfaction of employees.

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Psychological Capital Questionnaire - Short Version (PCQ-12): evidence of Validity of The Brazilian Version

Cited by 16 publications

References 41 publications

Psychological Capital Questionnaire (PCQ-24): Preliminary Evidence of Psychometric Validity of the Brazilian Version

Psychological Capital Questionnaire (PCQ-24): Preliminary Evidence of Psychometric Validity of the Brazilian Version

COVID-19 and psychological distress: Lessons for India

Positive Organizational Practices, Life Satisfaction, and Psychological Capital in the Public and Private Sectors

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