Cultivating a
Positive Workplace:
The Benefits of Investing in
Psychological Capital
Importance of Psychological Capital in Organizations
Enhanced Performance
Employees with high PsyCap are more motivated, productive, and likely to achieve their goals.
Improved Well-being
Higher levels of PsyCap contribute to better mental health and overall well-being among employees.
Increased Engagement
Employees with strong PsyCap are more engaged and committed to their work, reducing turnover rates.
Better Team Dynamics
PsyCap fosters a positive organizational culture, improving collaboration and teamwork.
Future-Proof Your Business: Empowering Your Workforce
Learn more about PsyCap...
Psychological Capital Development in Organizations:
An Integrative Review of Evidence-Based Intervention Programs
Salanova, M., Ortega-Maldonado, A. (2019). Psychological Capital Development in Organizations: An Integrative Review of Evidence-Based Intervention Programs. In: Van Zyl, L., Rothmann Sr., S. (eds) Positive Psychological Intervention Design and Protocols for Multi-Cultural Contexts. Springer, Cham. https://doi.org/10.1007/978-3-030-20020-6_4
Abstract
Psychological Capital (PsyCap) is a recognized and well-investigated set of psychological resources comprised of self-efficacy, optimism, hope, and resilience, and it has been empirically shown to be a good predictor of many important positive attitudes and behaviours, such as psychological well-being, job performance, and goal achievement. PsyCap is an emerging, relevant, and applied topic related to scholarly and professional organizational management activity around the world in the workplace because it can be developed through interventions among employees and leaders. However, there is a lack of comprehensive reviews and updates of the research on PsyCap interventions in workplaces, which might be very useful for both researchers and practitioners developing, implementing or validating Positive Organizational Interventions. This chapter reviews and synthesizes the PsyCap intervention literature on both specific micro-interventions and broader and more extensive PsyCap development programs. Moreover, cultural differences have been found to be important in Positive Psychology Interventions (PPI), and so we particularly examine and summarize cultural differences in the PsyCap development literature. To provide a comprehensive and integrative perspective on this emerging issue, we base our analysis on a recent integrative review in which we systematically searched different types of publications, both research and professional literature, including journal articles, doctoral dissertations, books, chapters, and conference papers. Our conclusions shed light on PsyCap intervention research and practice, and they may help Human Resource Development (HRD) professionals to make evidence-based decisions when implementing PsyCap development programs.
The concept of psychological capital: a comprehensive review
The main purpose of this special issue is to review and extend the conceptual thinking and practical applications of positivity in general and in particular positive organizational behavior (POB) and psychological capital (PsyCap) on well-being. The nine articles that follow address a variety of challenges that are deeply personal to many and decidedly insightful and practical to all. The articles written by the talented group of researchers and widely published authors share one key commonality: the quest for human beings to strive for well-being through POB and PsyCap. We are hard pressed to think of any greater purpose for a special issue for Organizational Dynamics in these times than this one. Although each of the articles are unique in their exact topical focus, they all align on the idea that POB and PsyCap can and have been shown to play a large role in our ability to achieve desirable outcomes professionally and personally. Although the articles start off expanding the scope and deeper understanding of PsyCap, the articles then highlight how PsyCap can ameliorate injustice experienced by underrepresented populations when they face limited opportunities and biases. Other articles emphasize the need for psychological resources during times of personal or organizational challenge and uncertainty. Still others shine a light on the global mental health crisis and explore the roles and responsibilities of leaders and organizations to do something about it for the good of individuals, teams, organizations, and society and the final article is a call for action by a internationally recognized scholar of authentic leadership and PsyCap. The bottom line is that the articles agree that we live in a world filled with suffering, pain, and problems, but that positive capacities, behaviors, and PsyCap can make a difference between floundering or flourishing.
link: https://www.sciencedirect.com/special-issue/10NDSH5MT7V
Positive Organizational Behavior and Psychological Capital
Nolzen, N. The concept of psychological capital: a comprehensive review. Manag Rev Q 68, 237–277 (2018). https://doi.org/10.1007/s11301-018-0138-6
Abstract
In this paper, we provide a comprehensive view on the concept of psychological capital (PsyCap) and develop an agenda for future research. PsyCap describes an individual’s psychological capacity that can be measured, developed, and managed for performance improvement. The higher-order construct comprises the psychological resources self-efficacy, hope, optimism, and resilience, and has been linked with a range of desirable work attitudes, behaviors, and other outcomes. By analyzing and structuring the existing literature on PsyCap, we identified several research gaps that require further analysis. In particular, we encourage researchers to expand the research on the effects of PsyCap to other workplace-related domains, especially the field of strategic decision-making, we call for researchers to further study the relationship between emotions and PsyCap, and we suggest to analyze the effects of PsyCap in the context of strategic human resources management. Also, future studies should establish transparency on the interaction between organizational change processes and PsyCap as well as the relative importance of the four components of PsyCap. We close by discussing the implications of our findings for corporate practice, such as employee selection and development.
This is a previe
Impact of Perceived Authentic Leadership and Psychological Capital on Burnout: Mediating Role of Psychological Ownership
Adil, A., Kamal, A. Impact of Perceived Authentic Leadership and Psychological Capital on Burnout: Mediating Role of Psychological Ownership. Psychol Stud 63, 243–252 (2018). https://doi.org/10.1007/s12646-018-0446-x
Abstract
The present study is an empirical endeavor of exploring the role of promotive and preventative psychological ownership in the relationship of authentic leadership and psychological capital with burnout. A cross-sectional survey study was conducted among 500 faculty members of various public sector universities of Pakistan (209 male and 291 female teachers). PsyCap Questionnaire, Authentic Leadership Questionnaire, Psychological Ownership Questionnaire, and Maslach Burnout Inventory-Educator Survey were used to measure the focal constructs of the present study. Structured equation modeling reveals that promotive psychological ownership had a negative, whereas preventative psychological ownership had a positive relationship with burnout. Psychological capital and perceived authentic leadership had a negative influence on burnout. Promotive psychological ownership mediated the relationship of psychological capital and authentic leadership with burnout, whereas preventative psychological ownership mediated between perceived authentic leadership and burnout. Implications of the research along with its limitation and suggestions for further research were reflected upon.
