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

doi:10.1080/09585190801991194

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

Journal Article•DOI•

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

Fred Luthans¹, James B. Avey², Rachel Clapp-Smith¹, Weixing Li¹•Institutions (2)

University of Nebraska–Lincoln¹, Central Washington University²

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.

read less

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.

...read moreread less

Content maybe subject to copyright Report

Citations

PDF

Open Access

More filters

Journal Article•DOI•

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

[...]

James B. Avey¹, Rebecca J. Reichard², Fred Luthans³, Ketan H. Mhatre⁴•Institutions (4)

Central Washington University¹, Claremont Graduate University², University of Nebraska–Lincoln³, Claremont McKenna College⁴

01 Jun 2011-Human Resource Development Quarterly

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).

...read moreread less

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.

...read moreread less

1,222 citations

Journal Article•DOI•

Experimental Analysis of a Web-Based Training Intervention to Develop Positive Psychological Capital

[...]

Fred Luthans¹, James B. Avey², Jaime L. Patera¹•Institutions (2)

University of Nebraska–Lincoln¹, Central Washington University²

01 Jun 2008-Academy of Management Learning and Education

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".

...read moreread less

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...

...read moreread less

763 citations

Journal Article•DOI•

Psychological capital: An evidence-based positive approach.

[...]

Fred Luthans¹, Carolyn M. Youssef-Morgan²•Institutions (2)

University of Nebraska–Lincoln¹, Bellevue University²

21 Mar 2017-Social Science Research Network

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.

...read moreread less

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...

...read moreread less

551 citations

Journal Article•DOI•

Psychological capital: A review and synthesis

[...]

Alexander Newman¹, Deniz Ucbasaran², Fei Zhu³, Giles Hirst¹•Institutions (3)

Monash University¹, University of Warwick², The University of Nottingham Ningbo China³

01 Feb 2014-Journal of Organizational Behavior

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.

...read moreread less

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.

...read moreread less

476 citations

Journal Article•DOI•

: Authentically leading groups: The mediating role of collective psychological capital and trust

[...]

Fred O. Walumbwa¹, Fred Luthans², James B. Avey³, Adegoke Oke¹•Institutions (3)

Arizona State University¹, University of Nebraska–Lincoln², Central Washington University³

01 Jan 2011-Journal of Organizational Behavior

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.

...read moreread less

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.

...read moreread less

438 citations

1
2
3
4
…
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53

Collapse

References

PDF

Open Access

More filters

Journal Article•DOI•

The impact of efficacy on work attitudes across cultures

[...]

Fred Luthans¹, Weichun Zhu¹, Bruce J. Avolio¹•Institutions (1)

University of Nebraska–Lincoln¹

01 Jun 2006-Journal of World Business

TL;DR: In this article, the authors analyzed the efficacy and work attitudes of employee samples from the U.S. and Southeast Asia (Indonesia, Malaysia, and Thailand) and found that general efficacy had a significant positive relationship with organizational commitment and a significant negative relationship with intention to turnover.

...read moreread less

120 citations

Journal Article•DOI•

Why positive emotions matter in organizations: Lessons from the broaden-and-build model.

[...]

Barbara L. Fredrickson¹•Institutions (1)

University of Michigan¹

01 Jan 2000-The Psychologist-Manager Journal

115 citations

"More evidence on the value of Chine..." refers background in this paper

...…Luthans and Youssef 2007; Nelson and Cooper 2007); positive organizational scholarship (Cameron, Dutton and Quinn 2003), and positive emotions (Fredrickson 1998, 2000) have all provided evidence that individuals flourish when the focus shifts from fixing what is wrong with people to…...
[...]

Book•

China Road: A Journey into the Future of a Rising Power

[...]

Rob Gifford

01 Jan 2007

19 citations

"More evidence on the value of Chine..." refers background in this paper

...In his description of today’s China, Gifford (2007) explains that a tremendous optimism is apparent in the booming business centres such as Shanghai....
[...]
...For instance, even in cultures with a high degree of group collectivism, such as in China, individuals utilize their efficacy to assess their ability to contribute to and execute workplace activities....
[...]
...Applying the hope of human resources in organizations in China, the willpower dimension facilitates them to recognize and set goals that lead either anSOE or a private firm to attain desired performance outcomes....
[...]
...In addition, China’s rapid rise in the world economy has left the society as a whole, and the human resources of organizations in particular, experiencing considerable uncertainty and stress (Gifford 2007)....
[...]
...818 Keywords: China, employee, human resource management (HRM), performance, psychological capital China’s fast-paced economic growth never ceases to amaze and simultaneously worry both the Chinese, and rest of the world’s, economists, politicians and business people....
[...]

Journal Article•DOI•

China Road: A Journey into the Future of a Rising Power

[...]

James Kohne

01 Jan 2008-The Quality Management Journal

TL;DR: In this article, a series of cross-functional cause-and-effect relationships have been introduced for balanced scorecards, which have been proved time and again to be effective when properly applied.

...read moreread less

Abstract: series of cross-functional causeand-effect relationships. Without it the balanced scorecard is simply a random group of measures that inform management of the status of something that is unfocused and may have little or no relationship to achieving its vision. The final chapter is the shortest, being just one and a half pages. Smith promises that the techniques and processes introduced have been proved time and again to be effective when properly applied. He concludes by wishing the reader good luck with implementation of these principles. Considering Smith’s analytical background (bachelor’s degree in mathematics and statistics) one would have hoped for a stronger closing than that!

...read moreread less

5 citations

"More evidence on the value of Chine..." refers background in this paper

...In his description of today’s China, Gifford (2007) explains that a tremendous optimism is apparent in the booming business centres such as Shanghai....
[...]
...For instance, even in cultures with a high degree of group collectivism, such as in China, individuals utilize their efficacy to assess their ability to contribute to and execute workplace activities....
[...]
...Applying the hope of human resources in organizations in China, the willpower dimension facilitates them to recognize and set goals that lead either anSOE or a private firm to attain desired performance outcomes....
[...]
...In addition, China’s rapid rise in the world economy has left the society as a whole, and the human resources of organizations in particular, experiencing considerable uncertainty and stress (Gifford 2007)....
[...]
...818 Keywords: China, employee, human resource management (HRM), performance, psychological capital China’s fast-paced economic growth never ceases to amaze and simultaneously worry both the Chinese, and rest of the world’s, economists, politicians and business people....
[...]