Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.

/pdf/positive-psychological-capital-measurement-and-relationship-51q6i4tzxj.pdf

Positive psychological capital: measurement and relationship with performance and satisfaction

Reciprocal relationships between job resources, personal resources, and work engagement.

https://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=1035&context=managementfacpub

Positive Organizational Behavior in the Workplace The Impact of Hope, Optimism, and Resilience

http://erlanbakiev.weebly.com/uploads/1/0/8/3/10833829/emerging_positive_organizational_behavior.pdf

Emerging Positive Organizational Behavior

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.

/pdf/meta-analysis-of-the-impact-of-positive-psychological-2o2sb72243.pdf

Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance.

Everyone knows about China's huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological capital of Chinese workers and their performance has been largely ignored. Within the context of three factories (two private and one state-owned) in the People's Republic of China, this exploratory study examined the relationship of a sample (n=422) of Chinese workers' positive psychological capital states and their performance. Results indicated the workers' positive states of hope, optimism, and resiliency, separately and when the three were combined into a core construct of psychological capital, significantly correlated with their performance, as rated by their supervisors. An analysis of workers in one of the factories (n=272) also found a significant relationship between the workers' positive psychological capital and the performance outcome of relative merit-based salary. Limitations, future research, and practical implications conclude the article.

The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance

Everyone knows about China's huge population and the fast-growing economy. Although macro-level sociological and economic analyses have given some attention to the linkage between the two, at the micro level, the relationship between human resources and, more specifically, psychological capital of Chinese workers and their performance has been largely ignored. Within the context of three factories (two private and one state-owned) in the People's Republic of China, this exploratory study examined the relationship of a sample (n=422) of Chinese workers’ positive psychological capital states and their performance. Results indicated the workers’ positive states of hope, optimism, and resiliency, separately and when the three were combined into a core construct of psychological capital, significantly correlated with their performance, as rated by their supervisors. An analysis of workers in one of the factories (n=272) also found a significant relationship between the workers’ positive psychological capital and the performance outcome of relative merit-based salary. Limitations, future research, and practical implications conclude the article.

/pdf/the-psychological-capital-of-chinese-workers-exploring-the-2zhtj2ntnn.pdf

As China continues its unprecedented economic growth and emergence as a world power, new solutions must be forthcoming to meet the accompanying challenges. We propose a positive approach to Chinese HRM that recognizes, develops and manages the psychological capital (PsyCap) of workers. After providing a brief overview of hope, efficacy, optimism, resilience and overall PsyCap in today's Chinese context, the results of a follow-up study provide further evidence that the PsyCap of Chinese workers is related to their performance. The implications that this evidence-based value of Chinese workers' psychological capital has for China now and into the future concludes this study.

/pdf/more-evidence-on-the-value-of-chinese-workers-psychological-4at1rhjgab.pdf

Weixing Li

Papers

The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance

The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance

More evidence on the value of Chinese workers' psychological capital: A potentially unlimited competitive resource?