Psychological capital as moderator of organizational change demands on nursing stress

Healthcare organizations in all OECD countries have continued to undergo change. These changes have been found to have a negative effect on work engagement of nursing staff. While the extent to which nursing staff dealt with these changes has been documented in the literature, little is known of how they utilized their personal resources to deal with the consequences of these changes. This study will address this gap by integrating the Job Demands-Resources theoretical perspective with Positive Psychology, in particular, psychological capital (PsyCap). PsyCap is operationalized as a source of personal resources. Data were collected from 401 nurses from Australia and analyses were undertaken using Partial Least Squares modelling and moderation analysis. Two types of changes on the nursing work were identified. There was an increase in changes to the work environment of nursing. These changes, included increasing administrative workload and the amount of work, resulted in more job demands and job resources. On the other hand, another type of changes relate to reduction to training and management support, which resulted in less job demands. Nurses with more job demands utilized more job resources to address these increasing demands. We found PsyCap to be a crucial source of personal resources that has a moderating effect on the negative effects of job demands and role stress. PsyCap and job resources were both critical in enhancing the work engagement of nurses, as they encountered changes to nursing work. These findings provided empirical support for a positive psychological perspective of understanding nursing engagement.

Psychological capital: A review and synthesis

The concept of psychological capital (PsyCap) has attracted a great deal of interest from both academics and practitioners and has been linked to employee attitudes, behavior and performance at different levels of analysis. Yet, the nature of the concept, its measurement, the factors that influence its development, and when and how it influences individual-level, team-level and organizational-level outcomes are the subject of continued debate in the literature. This article offers a detailed and focused review of the existing literature on PsyCap, with the aim of developing an agenda for future research. In particular, we call for researchers to pay greater attention to possible multi-level applications of PsyCap research, examine the underlying mechanisms by which PsyCap influences individual-level, team-level and organizational-level outcomes, and identify possible factors that may moderate the relationship between PsyCap and its outcomes. In doing this, we provide a roadmap for scholars to progress the development of the field. © 2014 John Wiley & Sons, Ltd.

The influence of instructor support, family support and psychological capital on the well-being of postgraduate students: a moderated mediation model

The influence of instructor support, family support and psychological capital (PsyCap) on the subjective well-being of postgraduate business students, including whether PsyCap mediates the proposed support – well-being relationship were examined in this study. It was further investigated whether family support moderates this proposed mediated relationship. Direct positive relationships between instructor support and well-being, and between PsyCap and well-being were found. It was also found that PsyCap mediates the instructor support – well-being relationship. Finally, it was found that family support moderates this mediated relationship in such a way that the relationship is stronger among students with lower levels of family support.

Innovation, Creativity, and Positive Psychological Capital: Examining the Relationships in Adolescents, Employees and Entrepreneurs

Innovation ist für das Überleben von Firmen und die Entwicklung von Ländern wesentlich, weil sie entscheidend für einen erhöhten Marktanteil und wettbewerbsfähigen Vorsprung ist (Baer & Frese, 2003; Dodgson, Gann & Salter; George & Zhou, 2011; Kleysen & Street, 2001). Gleichzeitig steht Innovation in engem Zusammenhang mit Erkenntnisfortschritten (West & Altink, 1996). Konzepte, die mit Innovation zu tun haben, beinhalten innovatives Verhalten und Kreativität. Kreativität ist die Produktion von neuen und nützlichen Ideen (Amabile, 1998), und Innovation ist die Umsetzung dieser neuen und nützlichen Ideen (Amabile, 1998; West, 2002). Diese Dissertation besteht aus fünf Abhandlungen, die sich mit den beiden Bereichen des Managements und der positiven Psychologie beschäftigen. Im Einzelnen verbindet die Dissertation Forschungen aus dem Bereich der positiven Psychologie mit Forschungen der Innovation, wie auch der pädagogischen Psychologie, um Antworten auf Forschungsfragen zu finden, die sich damit beschäftigen, was es ist, das die Kreativität von Mitarbeitern, Unternehmern und Jugendlichen und ihr positives psychologisches Kapital steigert (PsyCap). Luthans und seine Kollegen (2007, S.3) definieren das psychologische Kapital oder PsyCap als „den positiven psychologischen Entwicklungszustand einer Einzelperson, welcher wie folgt beschrieben wird: (1) Selbstvertrauen haben (Selbstwirksamkeit), um sich Herausforderungen zu stellen und den notwendigen Aufwand aufzubringen; (2) Eine positive Attribution (Optimismus) in Bezug auf gegenwärtigen und zukünftigen Erfolg; (3) Ziele anstreben und, wenn notwendig, die Wege zu den Zielen ändern, um Erfolg zu erreichen (Hoffnung); (4) Im Falle von Problemen und Missgeschicken standhalten und wieder zurückkommen (Widerstandsfähigkeit), um Erfolg zu erreichen.“

A promoção do capital psicológico,work engagement e saúde mental de trabalhadores

Dissertação de Mestrado em Políticas de Desenvolvimento de Recursos Humanos

Linking Ethical Leadership and Employees’ In-Role Performance: Exploring the Mediating Roles of Psychological Capital and Follower-Leader Relational Capital

This study investigates the mediating impact of psychological capital and follower-leader relational capital on the relationship between ethical leadership and in-role performance through the lenses of social exchange theory, social information processing theory, and psychological resources theory. Analysis of data collected from a sample of 171 employees and 24 supervisors from Pakistan reveals that ethical leadership has a positive effect on followers’ in-role job performance, yet this effect is fully explained through the role of psychological capital and partially through follower-leader relational capital. Significant implications of these findings for further research and practice are discussed.

A grounded investigation of Chinese employees' psychological capital

Purpose – This 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/approach – This is an empirical study conducted in a wide range of Chinese organisational forms, employing an inductive approach based on critical incident technique. Findings – This 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/value – This 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.

The impact of buddying on psychological capital, work engagement and turnover intentions:an empirical study of socialization in the professional services sector

This article reports on a study investigating the impact of new employees' satisfaction with buddying on work engagement and explores the role of psychological capital in mediating this relationship. The study took place within a professional services organization wherein data were collected from 78 graduate newcomers in receipt of buddying. Satisfaction with buddying was found to have a positive relationship to both work engagement and psychological capital. The satisfaction with the buddy/work engagement relationship was fully mediated by psychological capital, providing support for Saks & Gruman's (2011) socialization resources theory. The results underscore the valuable role buddying can play as part of organizational socialization from a positive organizational behavior perspective. The research contributes to the growing evidence that positively oriented human resource practices can develop personal resources of newcomers within organizations. Recommendations are made for how the organization can improve and build upon this resource, thus developing the psychological capital of newcomers. © 2012 Wiley Periodicals, Inc.

Hope, optimism, and other business assets: Why “psychological capital” is so valuable to your company

Entrevista com Fred Luthans,1 coauthor of Psychological Capital: Developing the Human Competitive Edge

Dia da mãe : “Virtuosidades ao serviço do desempenho”

O Capital psicológico positivo (CPP) são capacidades psicológicas que definem um estado de desenvolvimento psicológico positivo em que a pessoa se caracteriza por: a) apresentar uma elevada confiança para despender o esforço necessário para ser bem sucedida em tarefas desafiantes; b) fazer atribuições positivas acerca dos acontecimentos que vão suceder no presente e no futuro; c) manifestar perseverança em relação aos objectivos definidos, e, quando necessário mostrar-se capaz de redireccionar os meios para atingir os fins; d) revelar capacidade para recuperar de adversidades. As capacidades psicológicas positivas que melhor definem os critérios anteriormente definidos são: auto-confiança, optimismo, esperança e resiliência. Neste estudo foram recolhidos dados do nível Psycap de 100 vendedores e avaliações de CCO em cinco facetas (harmonia interpessoal, espírito de iniciativa, conscienciosidade, identificação com a organização e orientação para os clientes) e o Output individual numa dada tarefa, tendo-se obtido 100 díades. Explorou-se neste estudo a relação existente entre o PsyCap e dois tipos de desempenho (intra e extra papel) e a relação entre o desempenho contextual e de tarefa. Os resultados indicam que o PsyCap se relaciona com os dois tipos de desempenho, bem como a existência de uma relação entre desempenho contextual e tarefa. Considerações e implicações dos resultados são discutidas ao longo do trabalho.

Conflito Trabalho-Família/Família-Trabalho e Capital Psicológico Positivo em Professores

Este estudo teve três grandes objetivos. Por um lado procurámos conhecer a prevalência do conflito trabalho-família e os níveis de capital psicológico positivo em professores; por outro, foi nosso intuito analisar a relação existente na perceção do conflito trabalho-família e os seus reflexos no capital psicológico individual; por fim, quisemos compreender a influência de algumas variáveis sociodemográficas nos dois constructos em estudo. Voluntariamente participaram nesta investigação 231 professores do ensino público e privado, aos quais foi aplicado o Questionário CTF_CP, composto por um conjunto de questões de caracterização sociodemográfica, pela escala S.W.I.N.G. (para avaliação do conflito trabalho-família) e pelo PsyCap Questionnaire (para determinação do capital psicológico positivo). No geral estes profissionais apresentaram níveis moderados de conflito trabalho-família negativo e de conflito família-trabalho-família positivo, assim como níveis moderados de autoeficácia, de resiliência e de capital psicológico positivo. Relativamente às variáveis sociodemográficas verificou-se que o conflito trabalho-família e família-trabalho negativo é significativamente mais elevado nos professores do ensino público, enquanto o conflito família-trabalho-família positivo é mais elevado nos professores do ensino privado. Verificou-se também que é o sexo feminino quem apresenta maiores índices de conflito trabalho-família negativo. Através da regressão linear constatou-se que as três dimensões do conflito trabalho-família estudadas explicam 24,3% da variação obtida no capital psicológico positivo dos inquiridos.

How does microfinance enhance entrepreneurial outcomes in emerging economies? The mediating mechanisms of psychological and social capital

In this article, a conceptual framework and research propositions are developed to explain how microfinance provision can translate into new venture creation and existing venture growth in an emerging economy context by engendering higher levels of psychological and social capital in clients. In doing this, the extent to which microfinance institutions provide business support and opportunities for social interaction are identified as factors which may strengthen the impact of microfinance provision on psychological and social capital, especially for poor entrepreneurs in resource-constrained settings. The conceptual framework and research propositions developed will be of use to academics in designing an agenda for future empirical research. In addition, they will help policymakers and microfinance providers to better design microfinance initiatives that enhance the well-being of clients and maximise their entrepreneurial outcomes. © The Author(s) 2013.