Third-Party Effects of Psychological Capital: Observer Attributions and Responses.

Caza, Arran; McCarter, Matthew W.; Hargrove, Darel; Wad, Sabrina R.

doi:10.5465/ambpp.2009.44265238

Cited by 2 publications

(1 citation statement)

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“…In this study, this is evident that HPWS developed the environment which leads to the development of PsyCap and then enhanced the service performance and OCB among service sector employees in Pakistan. This study also supports the notion of Caza et al (2009) that HR practices promote a high level of employee's PsyCap empirically.…”

Section: Conclusion and Discussionsupporting

confidence: 83%

Influence of High-Performance Work System on Employee Service Performance and OCB: The Mediating Role of PsyCap

Nadeem¹,

Riaz²,

Iftikhar³

et al. 2019

IEB

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High-performance work system (HPWS) has been viewed as black-box over the last decade and there is a need for better understanding of the mechanism through which employee performance can be enhanced significantly. Based on the 371 samples collected from banking, insurance, airline, telecommunication, and hospitality, this study provides empirical evidence that HPWS positively influence the service performance of employees and PsyCap mediates the relationship of high-performance work system and employee service performance, OCB among service sector employees of Pakistan. The implications of this study conclude the findings in detail.

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Section: Conclusion and Discussionsupporting

confidence: 83%

Influence of High-Performance Work System on Employee Service Performance and OCB: The Mediating Role of PsyCap

Nadeem¹,

Riaz²,

Iftikhar³

et al. 2019

IEB

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A grounded investigation of Chinese employees' psychological capital

Han

Brooks

Kakabadse

et al. 2012

Journal of Managerial Psychology

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PurposeThis paper explores the “Western” concept of psychological capital in the People's Republic of China (PRC) and highlights critical areas of divergence and notable dimensions of similarity.Design/methodology/approachThis is an empirical study conducted in a wide range of Chinese organisational forms, employing an inductive approach based on critical incident technique.FindingsThis research showed that the concept of psychological capital appears to have a degree of applicability and salience in China. A series of dimensions common in Western organisations were found in our research, including Optimism, Creativity, Resiliency, Self‐confidence, Forgiveness and Gratitude, Courage and Ambition (Hope). These were found to be common types of psychological capital both in China and in the West. However, the dimensions of Courtesy and Humility (Qian‐gong‐you‐li in Chinese), Self‐possession and Sincerity fell into the “different” category.Originality/valueThis paper is a first attempt to examine psychological capital in a range of organisational forms and industrial sectors in China using a grounded theory approach. It not only reports various dimensions of Chinese psychological capital, some unique to this research, but also compares and contrasts these dimensions between China and the West, highlighting further research opportunities.

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Third-Party Effects of Psychological Capital: Observer Attributions and Responses.

Cited by 2 publications

References 0 publications

Influence of High-Performance Work System on Employee Service Performance and OCB: The Mediating Role of PsyCap

Influence of High-Performance Work System on Employee Service Performance and OCB: The Mediating Role of PsyCap

A grounded investigation of Chinese employees' psychological capital

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