Psychological Capital

By Xiaomei Wang, Quanquan Zheng, Xiancai Cao. 2014

389 citations recorded by the source corpus.

Subfields: Clinical Psychology, Education, Safety Research

View Paper: https://www.semanticscholar.org/paper/0ed4fe33e1133c48f0270375164e746e906c941d

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Citations in the corpus

Workplace happiness, well-being and their relationship with psychological capital: A study of Hungarian Teachers (2019, background): “The concept of psychological capital (PsyCap) refers to an individual’s positive psychological state of development characterized by hope, self-efficacy, resilience and optimism (often referred as the HERO model from the acronym of the components) (Luthans et al. 2007).”
Bullying and health at work: The mediating roles of psychological capital and social support (2014, methodology): “I usually manage difficulties one way or another at work) in terms of the model developed by Luthans et al. (2007).”
The added value of the positive: A literature review of positive psychology interventions in organizations (2013, background): “Psychological capital consists of the four constructs of self-efficacy, optimism, hope, and resilience (Luthans et al., 2007b), which taken together are assumed to produce synergy effects leading to highest efficiency.”
How does microfinance enhance entrepreneurial outcomes in emerging economies? The mediating mechanisms of psychological and social capital (2014, background): “…the future; 3. exhibits persistence towards achieving goals and when necessary, redirects paths to goals (hope) in order to have a greater chance of success; and 4. shows the ability (resilience) to bounce back and achieve success when faced with chal- lenges and adversity (Luthans et al., 2007).”
Effects of a Strengths Intervention on General and Work-Related Well-Being: The Mediating Role of Positive Affect (2017, background): “The post-intervention (t1) questionnaire only measured positive affect and psychological capital because these variables are conceptualized as a state or state-like variable, meaning that they can potentially fluctuate over short time spans (Watson et al. 1988; Luthans et al. 2007).”
Weekly work engagement and flourishing: The role of hindrance and challenge job demands (2013, background): “Luthans and his colleagues have shown that a latent variable of four personal resources predicts employee job satisfaction and performance (Luthans et al., 2007a), as well as employee psychological well-being (Avey, Luthans, Smith, & Palmer, 2010).”
The relationship between leisure activities and psychological resources that support a sustainable career: The role of leisure seriousness and work-leisure similarity (2020, methodology): “We conducted a multilevel confirmatory factor analysis (MCFA) of the established measures of self-efficacy (Neff et al., 2013) and resilience (Luthans et al., 2007) collected over the course of 7 monthly surveys.”
Impact of psychological capital on innovative performance and job stress (2015, background): “…using alternative paths (hope), have positive attribution and outlook for the future (optimism), and are able to bounce back from setbacks (resilience) in the case of any difficulty or failure that may arise due to the implementation of innovative ideas (Avey et al., 2008; Luthans et al., 2007).”