More evidence on the value of Chinese workers' psychological capital: A potentially unlimited competitive resource?
07 May 2008-International Journal of Human Resource Management (Taylor & Francis Group)-Vol. 19, Iss: 5, pp 818-827
TL;DR: In this article, a positive approach to Chinese HRM that recognizes, develops and manages the psychological capital (PsyCap) of workers is proposed, and the results of a follow-up study provide further evidence that the PsyCap of Chinese workers is related to their performance.
Abstract: 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.
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TL;DR: In this paper, the authors conducted a meta-analysis of 51 independent samples (representing a total of N � 12,567 employees) that met the inclusion criteria and found that 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).
Abstract: 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.
1,222 citations
TL;DR: In this article, the authors propose a core construct of hope, self-efficacy, optimism, and resiliency to take positive psychology to the workplace, which they call "psychological capital".
Abstract: Psychological capital with components of hope, self-efficacy, optimism, and resiliency has recently emerged as a core construct in taking positive psychology to the workplace. A distinguishing feat...
763 citations
TL;DR: The first-order positive psychological resources that make up PsyCap include hope, efficacy, resilience, and optimism, or the HERO within this article, and these four best meet the inclusion criteria of being theory and research-based, positive, validly measurable, state-like, and having impact on attitudes, behaviors, performance and well-being.
Abstract: The now recognized core construct of psychological capital, or simply PsyCap, draws from positive psychology in general and positive organizational behavior (POB) in particular. The first-order positive psychological resources that make up PsyCap include hope, efficacy, resilience, and optimism, or the HERO within. These four best meet the inclusion criteria of being theory- and research-based, positive, validly measurable, state-like, and having impact on attitudes, behaviors, performance and well-being. The article first provides the background and precise meaning of PsyCap and then comprehensively reviews its measures, theoretical mechanisms, antecedents and outcomes, levels of analysis, current status and needed research, and finally application. Particular emphasis is given to practical implications, which focuses on PsyCap development, positive leadership, and novel applications such as the use of video games and gamification techniques. The overriding theme throughout is that PsyCap has both scient...
551 citations
TL;DR: A detailed and focused review of the existing literature on psychological capital can be found in this article, where the authors 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.
Abstract: Summary
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. Copyright © 2014 John Wiley & Sons, Ltd.
476 citations
TL;DR: In this paper, the authors examined at the group level of analysis the role that collective psychological capital and trust may play in the relationship between authentic leadership and work groups' desired outcomes, and found that there was a significant relationship between both their collective psychological and trust with their grouplevel performance and citizenship behavior, even when controlling for transformational leadership.
Abstract: Summary Although there have been recent theoretical advances in what is increasingly being recognized as authentic leadership, research testing possible mediating processes and the impact on grouplevel outcomes has not received attention. To help address this need, this study examined at the group level of analysis the role that collective psychological capital and trust may play in the relationship between authentic leadership and work groups’ desired outcomes. Utilizing 146 intact groups from a large financial institution, the results indicated a significant relationship between both their collective psychological capital and trust with their grouplevel performance and citizenship behavior. These two variables were also found to mediate the relationship between authentic leadership and the desired group outcomes, even when controlling for transformational leadership. Implications for future research and practice conclude the paper. Copyright # 2009 John Wiley & Sons, Ltd.
438 citations
References
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01 Jul 2006
TL;DR: The GLOBE culture and leadership scales as mentioned in this paper were developed by the Globe Research Program at the University of Southern California (U.S.A. in the early 1990s).
Abstract: Foreword - Harry Triandis Preface - Robert J. House Part 1 Introduction Chapter 1 Introduction - Robert House Chapter 2 Overview of the Globe Research Program - Robert House and Mansour Javidan Part 2 Literature Chapter 3 Literature Review - Mansour Javidan and Robert House Chapter 4 Cultures and Leadership - Peter Dorfman and Robert House Chapter 5 The Impact of Societal Culture and Industry on Organizational Culture - Marcus Dickson, Renee BeShears, and Vipin Gupta Part 3 Project GLOBE: Research Methodolgy - Overview by Paul Hanges Chapter 6 Research Design - Robert House, Paul Hanges, and Peter Dorfman Chapter 7 The Linkage Between GLOBE Findings and Other Cross Cultural Information - Mansour Javidan and Markus Hauser Chapter 8 The Development and Validation of the GLOBE Culture and Leadership Scales - Paul Hanges and Marcus Dickson Chapter 9 Multi-source Construct Validity of GLOBE Scales - Vipin Gupta, Mary Sully de Luque, and Robert House Chapter 10 Regional and Climate Clustering of Social Cultures - Vipin Gupta, Paul Hanges, Peter Dorfman, and Robert House Chapter 11 Rational for GLOBE Statistical Analysis: Societal Rankings and Test of Hypotheses - Paul Hanges, Marcus Dickson, and Mina Sipe Part 4 Empirical Findings - Intro by Mansour Javidan Chapter 12 Performance Orientation - Mansour Javidan Chapter 13 Future Orientation - Neal Ashkanasy, Vipin Gupta, Melinda Mayfield, and Edwin Trevor-Roberts Chapter 14 Cross-Cultural differences in Gender Egalitarianism: Implications for Societies, Organizations, and Leaders - Cynthia G. Emrich, Florence L. Denmark, and Deanne Den Hartog Chapter 15 Assertiveness - Deanne Den Hartog Chapter 16 Individual and Collectivism - Michele J. Gelfand, D.P.S. Bhawuk, Lisa H. Nishii, & David J. Bechtold Chapter 17 Power Distance - Dale Carl, Vipin Gupta with Mansour Javidan Chapter 18 Humane Orientation in Societies, Organizations, and Leader Attributes - Hayat Kabasakal and Muzaffer Bodur Chapter 19 Uncertainty Avoidance - Mary Sully de Luque, Mansour Javidan, and Ram Aditya Chapter 20 Societal, Cultural, and Industry Influences on Organizational Culture - Felix Brodbeck, Paul Hanges, Marcus Dickson, Vipin Gupta, and Peter Dorfman Chapter 21 Leadership and Cultural Variation: The Identification of Culturally Endorsed Leadership Profiles - Peter Dorfman, Paul Hanges, and Felix Brodbeck Part 5 Conclusion Chapter 22 Conclusions, (theoratical and practical) Implications, and future directions - Mansour Javidan, Robert House, Peter Dorfman, Vipin Gupta, Paul Hanges, and Mary Sully de Luque Appendix A Correlations GLOBE Scales - Paul Hanges Appendix B Response bias Outliers - Paul Hanges Appendix C Hierarchical Linear Modeling - Paul Hanges, Mina Sipe, and Ellen Godfrey Appendix D Confidence Internval Demonstration - Paul Hanges
4,582 citations
Book•
01 Jan 2002
TL;DR: The Handbook of Positive Psychology as mentioned in this paper provides a forum for a more positive view of the human condition and provides an analysis of what the foremost experts believe to be the fundamental strengths of humankind.
Abstract: Psychology has long been enamored of the dark side of human existence, rarely exploring a more positive view of the mind. What has psychology contributed, for example, to our understanding of the various human virtues? Regrettably, not much. The last decade, however, has witnessed a growing movement to abandon the exclusive focus on the negative. Psychologists from several subdisciplines are now asking an intriguing question: "What strengths does a person employ to deal effectively with life?" The Handbook of Positive Psychology provides a forum for a more positive view of the human condition. In its pages, readers are treated to an analysis of what the foremost experts believe to be the fundamental strengths of humankind. Both seasoned professionals and students just entering the field are eager to grasp the power and vitality of the human spirit as it faces a multitude of life challenges. The Handbook is the first systematic attempt to bring together leading scholars to give voice to the emerging field of positive psychology.
4,097 citations
"More evidence on the value of Chine..." refers background in this paper
...In positive psychology, hope is comprised of two dimensions: willpower and pathways (Snyder 2000; Snyder, Feldman and Taylor 2000; Snyder and Lopez 2002)....
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TL;DR: This article examined the relationship between self-efficacy and work-related performance and found a significant weighted average correlation between selfefficacy, G (r+) =.38, and a signif
Abstract: This meta-analysis (114 studies, k = 157, N = 21,616) examined the relationship between self-efficacy and work-related performance. Results of the primary meta-analysis indicated a significant weighted average correlation between self-efficacy and work-related performance, G (r+) = .38, and a signif
3,286 citations
"More evidence on the value of Chine..." refers background in this paper
...This confidence component of PsyCap has been clearly shown to relate work-related performance in the US (Stajkovic and Luthans 1998) and in other cultures (Earley 1994; Luthans, Zhu and Avolio 2006; Luthans and Ibrayeva 2006)....
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TL;DR: In this article, 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, and the results indicated that the composite factor may be a better predictor of performance than the individual facets.
Abstract: 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.
3,071 citations
"More evidence on the value of Chine..." refers background or methods in this paper
...As indicated, positive psychological capital was measured with a reduced version (12 items) of the original 24-item PCQ (Luthans et al. 2007b)....
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...The survey instrument included demographic questions and the 12-item Psychological Capital Questionnaire (PCQ-12, see Luthans et al. 2007b for the full 24- item measure)....
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...…efficacy, optimism and resiliency – that meet the PsyCap inclusion criteria of being based on theory, research and valid measurement and open to development (i.e. state-like) with performance impact (Luthans 2002; Luthans and Youssef 2007; Luthans et al. 2007b), on the surface appear very similar....
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...However, there is now considerable evidence, both conceptually (e.g., Bandura 1997; Snyder 2000, 2002; Luthans et al. 2007b) and empirically (Magaletta and Oliver 1999; Carifio and Rhodes 2002; Bryant and Cvengros 2004), that they are independent constructs....
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...Recent research (Luthans et al. 2007a) provides evidence that PsyCap is less stable (i.e. more ‘state-like’) than personality traits, suggesting that PsyCap is more open to be developed and managed....
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TL;DR: This paper reviewed the research on resilience in order to delineate its significance and potential for understanding normal development and concluded that children who experience chronic adversity fare better or recover more successfully when they have a positive relationship with a competent adult, they are good learners and problem-solvers, engaging to other people, and they have areas of competence and perceived efficacy valued by self or society.
Abstract: This article reviews the research on resilience in order to delineate its significance and potential for understanding normal development. Resilience refers to the process of, capacity for, or outcome of successful adaptation despite challenging or threatening circumstances. Three resilience phenomena are reviewed: (a) good outcomes in high-risk children, (b) sustained competence in children under stress, and (c) recovery from trauma. It is concluded that human psychological development is highly buffered and that long-lasting consequences of adversity usually are associated with either organic damage or severe interference in the normative protective processes embedded in the caregiving system. Children who experience chronic adversity fare better or recover more successfully when they have a positive relationship with a competent adult, they are good learners and problem-solvers, they are engaging to other people, and they have areas of competence and perceived efficacy valued by self or society. Future studies of resilience will need to focus on processes that facilitate adaptation. Such studies have the potential to illuminate the range and self-righting properties of, constraints on, and linkages among different aspects of cognitive, emotional, and social development.
2,970 citations