Positive psychological capital or psycap had brought a newly emerging perspective

All relevant data are within the paper and its Supporting Information files. Abstract With the Psychological Capital Questionnaire PCQ being the standard measure to assess psychological capital PsyCap in the context of organizations, this paper aims to broaden this domain-specific approach by introducing a measure with universal claim. The twelve-item CPC exhibits the anticipated factorial structure with a very good model fit and associations to other constructs concur with previous findings with other measures of PsyCap.

Positive psychological capital or psycap had brought a newly emerging perspective

Overview[ edit ] The term psychological capital or simply PsyCap was coined by Luthans in to describe the characteristics of an individual's positive psychological state of development. Until recently, the literature has predominantly focused on developing PsyCap in a work environment, however, the concept is increasingly being extended to other realms of life including sports and academic environments.

Positive psychological capital or psycap had brought a newly emerging perspective

What is psychological capital[ edit ] Psychological capital PsyCap is the positive psychology that we as individuals inherently have - it is who we are.

PsyCap theory seeks to understand positive attitudes and behaviours to enhance performance Luthans et al. PsyCap theory is comprised of the following four psychological constructs, each of which can be developed: PsyCap theory provides a framework for people to think about who they are and what unique strengths and attributes they have to contribute.

According to Luthansdeveloping each of the psychological resources that underpin this theory is possible because they are state-like rather than trait-based constructs.

Case study - part 1: She recently attended an impressive presentation on how psychological capital can enhance performance, engagement and well-being in the workforce.

Convinced by the vast amount of research on the benefits of PsyCap, Michelle decided that training her staff to develop PsyCap would boost productivity to ultimately give her company a distinct competitive advantage.

She had noticed that morale was low in some teams and a recent in-house survey had confirmed that job satisfaction was particularly low in the ICT department. Michelle's goal was to increase performance and create a more positive workplace culture by improving staff attitudes.

Once she established that the organisation had the capacity to sustain and boost staff motivation following the initial intervention, she contracted a group of professionals to administer the training.

The four constructs of PsyCap a. The authors describe hope as being comprised of two aspects which are reciprocally-derived including a sense of successful agency goal-directed determination and pathways planning to meet goals.

The results indicate the intervention group had enhanced hope, life satisfaction and self-worth with measurable benefits observed up to a year later. People who are high in self-efficacy believe in their ability to master a task, while people with low self-efficacy may avoid difficult tasks.

Bandura first introduced the concept self-efficacy as a part of social cognitive theory in which he argued that cognitive processes are key to explaining the mechanisms of observational learning Chance, First, is the notion of recovery in which resilience is seen as the ability to bounce back from stress and quickly regain equilibrium.

The second dimension is the ability to sustain the recovery trajectory and grow as a result of a healthy reaction to the stressor. Ann Masten proposed a model of resilience in which adaptation to stress is a dynamic process involving internal capacities and strengths, and external resources.

Masten's work provides support to the theory that resilience is a state that can be developed to increase well-being. Seligman's research on positive psychology was pioneering in recognising how emotional states such as optimism - the tendency to make positive attributions about succeeding - can be taught and learned to increase well-being.

Case study - part 2: An intervention to develop H. O The PsyCap micro-intervention was delivered using a range of empirically tested development exercises which have been found to significantly increase PsyCap Luthans et al. The training covered goal design, pathway generation and overcoming obstacles with the aim of teaching the participants how to design creative ways to achieve goals.

To build hope, the participants were asked to identify a goal they wanted to achieve and could commit to. The goal had to be specific, measurable and challenging yet achievable in order to tap in to their potential.

The next step was to break the goals down into smaller, more manageable milestones which allows people to see gradual progress and is an important step in creating agency and pathways to develop hope.

The final aspect of the training was designed to build optimism which was achieved by teaching the participants how to prepare for obstacles by anticipating worst case scenarios and then putting preparations in place to overcome them.

Pre and post scores were recorded using the Psychological Capital Questionnaire 24 PCQ which measures each of the four PsyCap constructs by six items on a 24 item self-report scale Luthans et al. Quiz questions Here are some quiz questions - choose the correct answers and click "Submit":Psychological Capital (PsyCap) or simply PsyCap, represents an individual’s state of development of the combined positive psychological resources of hope, efficacy, resilience and optimism (Luthans, Avolio, Avey and Norman, ; Luthans, Youssef and Avolio, ).

The recently recognized core construct of psychological capital or PsyCap (consisting of the positive psychological resources of ef-. ficacy, hope, optimism, and resilience) has been demonstrated to be related to various employee attitudinal, behavioral, and per-.

formance outcomes.

Associated Data

Positive psychological capital or PsyCap had brought a newly emerging perspective Positive organizational behaviour or POB is defined as the study and application of positively-oriented human resources strengths and psychologica. positive psvchological capital or PsvCap had brought a newly emerging perspective and approach to the understanding and management of human resources.

Positive psychological capital or psycap had brought a newly emerging perspective

positive psychology had ignited a paradigm shift away from a negative emphasis on pathology. similarly, PsyCap offers organizational behaviour and human resource management reserchers and. Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at .

Drawing from a macro perspective of social exchange theory, the current study aims to examine the relationships between shared leadership, collective psychological capital, organizational commitment, and creativity at a collective level in Taiwan’s hotel industry.

Motivation and emotion/Book//Psychological capital - Wikiversity