The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance

By Fred Luthans, Bruce J. Avolio, Fred Walumbwa, Weixing Li. Management and Organization Review, 2005

1,003 citations recorded by the source corpus.

Subfields: Applied Psychology, Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/b7b28fa7807be4c1a1142dbc1eece1985b1eb05a

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Citations in the corpus

Positive Psychological Capital as a Source of Sustainable Competitive Advantage for Organizations (2010, background): “Previous research on PsyCap has shown that it is positively associated with employee performance, satisfaction, and commitment see Luthans et al. 2005, 2007a ; Larson and Luthans 2006 .”
Positive Organizational Behavior in the Workplace (2007, background): “Finally, optimism can be validly and reliably measured (Lopez & Snyder, 2003; Scheier & Carver, 1985, 1992; Shifren & Hooker, 1995) and has a recognized performance impact in work settings (Luthans et al., 2005; Seligman, 1998), thus meeting the POB inclusion criteria.”
Experimental Analysis of a Web-Based Training Intervention to Develop Positive Psychological Capital (2008, methodology): “Although research studies are demonstrating the impact that PsyCap may have on performance (Luthans, Avolio et al., 2007; Luthans, Avey et al., 2008; Luthans et al., 2005; Luthans, Norman et al., 2008; Youssef & Luthans, 2007), satisfaction and/or commitment (Larson & Luthans, 2006; Luthans, Avolio…”
The Implications of Positive Psychological Capital on Employee Absenteeism (2006, background): “Specifically, it was found that positive psychological capacity, both in terms of its components and as a composite PsyCap, were generally related to absenteeism behaviors by employees.”
Developing the Psychological Capital of Resiliency (2006, background): “Although there is beginning empirical evidence of the relationship between PsyCap resiliency and employee performance (e.g. Luthans et al., 2005), research is needed to examine the relationship with other outcomes such as job satisfaction, organizational commitment, organizational citizenship…”
Authentic Leadership and Follower Development (2011, background): “This seems especially likely given that PsyCap has been linked to the same employee outcomes as those associated with authentic leadership (S. M. Jensen & Luthans, 2006; Luthans et al., 2005; Luthans et al., 2008).”
Organizational response to adversity: Fusing crisis management and resilience research streams (2017, background): “Emotionregulation capabilities refer to a mental fortitude that provides actors withmental hardiness and selfregulation to cope with adverse situations, and produces positive work-related outcomes (e.g., job satisfaction, performance) (Avey,Luthans,& Jensen, 2009;Luthans et al., 2005).”
Authentic leadership and organizational commitment: the mediating role of positive psychological capital (2016, background): “However, the results suggest the rejection of the hypothesis that authentic leadership positively influences resilience (H2c), which goes against some authors, who reported that authentic leadership influenced resilience, and consequently positively influenced performance and organizational commitme”
How to emerge stronger: Antecedents and consequences of organizational resilience (2019, background): “This concept is based on the stream of literature related to psychological capital (e.g., Luthans et al., 2005) and the fact that resilience capability can be developed and is amenable to managerial intervention.”