The Development and Resulting Performance Impact of Positive Psychological Capital
The Development and Resulting Performance Impact of Positive Psychological Capital
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DOI：
10.1002/hrdq.20034
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发表时间：
2010-03-01
影响因子：
3.3
通讯作者：
Peterson, Suzanne J.
中科院分区：
文献类型：
--
作者：
Luthans, Fred;Avey, James B.;Peterson, Suzanne J.
最近，理论和研究支持心理资本（PsyCap）作为一个新兴的核心结构与个人和组织层面的积极成果。然而，到目前为止，很少有人注意到通过培训干预PsyCap的发展，也没有试图确定经验，如果这种PsyCap的发展有因果关系的影响参与者的表现。为了填补这些空白，我们首先进行了PsyCap干预（PCI）模型与随机对照组设计的试点测试。接下来，我们进行了一项后续研究，与实践管理者的横截面，以确定是否遵循PCI的培训指南导致参与者的绩效提高。结果提供了开始的经验证据，短期培训干预，如PCI不仅可以用来发展参与者的心理资本，但也可以导致他们的工作表现的改善。这些研究结果对人力资源开发和绩效管理的影响结束了文章。
Recently, theory and research have supported psychological capital (PsyCap) as an emerging core construct linked to positive outcomes at the individual and organizational level. However, to date, little attention has been given to PsyCap development through training interventions; nor have there been attempts to determine empirically if such PsyCap development has a causal impact on participants' performance. To fill these gaps we first conducted a pilot test of the PsyCap intervention (PCI) model with a randomized control group design. Next, we conducted a follow-up study with a cross section of practicing managers to determine if following the training guidelines of the PCI caused the participants' performance to improve. Results provide beginning empirical evidence that short training interventions such as PCI not only may be used to develop participants' psychological capital, but can also lead to an improvement in their on-the-job performance. The implications these findings have for human resource development and performance management conclude the article.