Psychological capital: Implications for HRD, retrospective analysis, and future directions

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Psychological Capital and Career Outcomes among Final Year University Students: the Mediating Role of Career Engagement and Perceived Employability (2020, background): “…and Donohue 2004); it has been maintained that psychological capital consists of psychological resources that are state-like rather than trait-like and therefore can be developed through specific interventions such as training (Luthans 2012; Luthans and Youssef-Morgan 2017; Newman et al. 2014).”
Psychological capital: A review and synthesis (2014, methodology): “At present there are more than 66 published papers on PsyCap, including the first meta-analytical review (Avey, Reichard, Luthans, & Mhatre, 2011), and a review of the psychometric properties of the PsyCap Questionnaire (PCQ) (Dawkins et al., in press).”
Meeting the Leadership Challenge of Employee Well-Being Through Relationship PsyCap and Health PsyCap (2013, methodology): “They indicate PsyCap can be developed in short training programs (see Luthans, Youssef, et al., 2007, Chapter 8, and Luthans, 2012, for specific guidelines).”
Mapping the relationships between high-performance work systems, employee resilience and engagement: a study of the banking industry in China (2019, background): “In this overarching perspective, HR intervention has a crucial part to play in proactively managing employees’ psychological capital (Luthans, 2012; Moenkemeyer et al., 2012).”