Building Positive Psychological Capital
A Key to Improving Employee Performance and Job Satisfaction
Attention employers! Are you looking for ways to improve the job performance and job satisfaction of your employees? Check out the article "Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction" by Luthans et al. This study provides insights into the construct of positive psychological capital (PsyCap) and its relationship with job performance and job satisfaction. The authors developed a measurement scale for PsyCap, which can help you identify employees with low levels of PsyCap and provide them with training and development programs to increase their PsyCap levels. This can lead to improved outcomes for both employees and organizations. Don't miss out on this valuable resource!
The purpose of this report is to analyze the article titled "Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction" by Luthans, Avolio, Avey, and Norman (2007). The study investigates the construct of positive psychological capital (PsyCap), its measurement, and its relationship with performance and satisfaction.
Summary of the Article
The authors define PsyCap as "an individual's positive psychological state of development that is characterized by self-efficacy, optimism, hope, and resilience" (Luthans et al., 2007, p. 541). They developed and validated a measurement scale for PsyCap and tested its relationship with job performance and job satisfaction in a sample of 279 employees from various organizations in the United States.
The results of the study indicated that PsyCap was positively related to job performance and job satisfaction. Specifically, the authors found that employees with higher levels of PsyCap reported higher levels of job performance and job satisfaction than those with lower levels of PsyCap. The authors also found that PsyCap was a better predictor of job performance and job satisfaction than the individual components of PsyCap (i.e., self-efficacy, optimism, hope, and resilience).
Relevance and Practical Application
This study has significant relevance and practical application for today's workforce. Organizations can use the measurement scale developed in this study to assess the PsyCap levels of their employees. This assessment can be used to identify employees with low levels of PsyCap and provide them with training and development programs to increase their PsyCap levels. This, in turn, can lead to improved job performance and job satisfaction.
Furthermore, organizations can also use the findings of this study to promote a positive work environment that fosters the development of PsyCap. For example, managers can provide employees with opportunities to learn new skills and take on challenging assignments to enhance their self-efficacy. Managers can also encourage employees to maintain a positive outlook and provide them with support during difficult times to increase their hope and resilience.
Here is a step-by-step guidance for employers on how to promote a positive work environment that fosters the development of Psychological Capital (PsyCap):
Identify areas for improvement: The first step is to identify areas where employees may benefit from the development of PsyCap. For example, if you notice that employees are struggling with self-efficacy, you may want to focus on providing opportunities for them to learn new skills and take on challenging assignments.
Communicate the importance of PsyCap: Once you have identified the areas for improvement, communicate the importance of PsyCap to your employees. Explain how developing PsyCap can benefit both the employee and the organization as a whole.
Provide opportunities for skill-building: Managers can provide employees with opportunities to learn new skills and take on challenging assignments to enhance their self-efficacy. This could include training programs, job shadowing, or mentoring.
Encourage a positive outlook: Encourage employees to maintain a positive outlook by recognizing their achievements and focusing on the positive aspects of their work. This can be done through regular feedback, performance reviews, or simply through positive reinforcement.
In conclusion, the study by Luthans et al. (2007) provides valuable insights into the construct of positive psychological capital, its measurement, and its relationship with job performance and job satisfaction. The practical application of this research can lead to improved outcomes for both employees and organizations in today's workforce.