Human, Social, and Now Positive Psychological Capital Management: INVESTING IN PEOPLE FOR COMPETITIVE ADVANTAGE

By Fred Luthans, Carolyn M. Youssef. 2004

1,987 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/048902c66fe6e49d514d39d82775e1718b7576c4

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In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The power of positivity? The influence of positive psychological capital language on crowdfunding performance (2018, background): “Studies laying the foundation for positive psychological capital include human and social capital as other critical types of capital (e.g., Luthans et al., 2004; Luthans and Youssef, 2004) and numerous studies have shown that all three forms of capital play an important role in entrepreneurship (e.”
Psychological Capital: An Evidence-Based Positive Approach (2017, background): “…and using the above criteria to conduct a systematic analysis of the widely recognized constructs or capacities in positive psychology, the following four were determined to be the best fit: hope, efficacy, resilience, and optimism (Luthans 2002a,Luthans et al. 2004, Luthans & Youssef 2004).”
Linking leadership styles to work engagement: The role of psychological capital among Chinese knowledge workers (2018, background): “emphasizing its embodiment of a positive psychological state of development (Luthans and Youssef, 2004).”
Impact of psychological capital on organizational citizenship behavior: Moderating role of emotional intelligence (2016, background): “Earlier findings documented the fact that Psycap aids employees to complete the assigned task within the defined time frame and they are found to be satisfied with their immediate work environment (Luthans & Jensen, 2002; Luthans & Youssef, 2004; Wright, 2003; Wright, Cropanzano, & Bonett, 2007).”
The Effect of Leadership on Follower Moral Identity: Does Transformational/Transactional Style Make a Difference? (2011, background): “Luthans and Youssef (2004) argued that moral efficacy can predict the outcomes of moral decision making, whereas moral magnitude (i.e., the level of moral task difficulty at which individuals expect to be able to perform) and moral strength (i.e., the degree of certainty that individuals possess…”
Positive Psychological Capital as a Source of Sustainable Competitive Advantage for Organizations (2010, background): “Proponents of PsyCap argue that it challenges the individuals to explore the question of “who you are” Luthans and Youssef 2004 and therefore results in better self-awareness that is fundamental to leadership development and influence.”
Individual responses to firm failure : Appraisals, grief, and the influence of prior failure experience (2014, background): “Such attributions can help build resilience and maintain optimism (Luthans and Youssef, 2004) and can thus help entrepreneurs maintain their entrepreneurial motivation after experiencing firm failure.”
A Tale of Two Paradigms: The Impact of Psychological Capital and Reinforcing Feedback on Problem Solving and Innovation (2011, methodology): “This PsyCap was conceptualized as going beyond human capital (see Luthans & Youssef, 2004), and for a positive psychological resource to be included, it must be based on theory and research, have a valid measure, be open to development (i.e., state-like rather than trait-like), and have performance…”
Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis (2017, background): “The individual resources most often studied in relation to both employee well-being and performance were the four resources of self-efficacy, hope, optimism, and resilience that together form Psychological Capital (PsyCap; Luthans & Youssef, 2004).”
Psychological capital and performance of Portuguese civil servants: exploring neutralizers in the context of an appraisal system (2010, background): “They are motivated by their sense of having the capability to develop ways to succeed in the things they wish to, thus exhibiting the ability to generate alternative pathways toward achieving their goals when other paths do not work (Snyder 2000; Luthans 2002a; Luthans and Youssef 2004).”
Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “…(such as those to enhance balance) and use of supportive leadership have been shown to positively impact organizational outcomes (Luthans and Youssef, 2002; Muse et al., 2008; Ozcelik et al., 2008), we suggest that organizations consider instituting such initiatives especially given the…”
Collective psychological capital: Linking shared leadership, organizational commitment, and creativity (2018, background): “Scholars developed the concept of psychological capital (PsyCap) and postulate that concepts and measurements of positive psychology and their applications to workplace issues cannot be ignored (Luthans and Youssef, 2004).”
Job Stress and Incivility (2011, background): “A recent phenomenon has shifted the focus from identifying employee weaknesses to developing employee strengths (Luthans & Youssef, 2004, 2007).”
The “point” of positive organizational behavior (2009, background): “…meeting constructs of efficacy, hope, optimism, and resilience synergistically coalesce into the core factor of PsyCap that goes beyond what has been commonly portrayed in the human resources management literature as human capital (Luthans, Luthans, & Luthans, 2004; Luthans & Youssef, 2004).”
Psychological Capital (2014, background): “In this context, Luthans and Youssef (2004) have coined the term psychological capital (or simply PsyCap).”