The Implications of Positive Psychological Capital on Employee Absenteeism

By James Avey, J. Patera, Bradley J. West. 2006

330 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e9a7492adf99f55403b12051b52d373c46eb8039

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Does Happiness Promote Career Success? Revisiting the Evidence (2018, background): “…burnout (Iverson et al., 1998; Walkiewicz, Tartas, Majkowicz, & Budzinski, 2012), suffer from emotional exhaustion (T. A. Wright & Cropanzano, 1998), be habitually absent from work (Avey, Patera, & West, 2006; George, 1989; Gil et al., 2004), and quit their jobs (Van Katwyk et al., 2000).”
Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base (2010, background): “Empirical findings from recent studies show the important role PsyCap may play in yielding positive outcomes: job performance, job satisfaction, and organizational commitment (Larson & Luthans, 2006 ; Luthans, Norman, Avolio, & Avey, 2008 ); engagement and organizational citizenship behavior (Avey”
The mediating role of psychological capital in the supportive organizational climate—employee performance relationship (2008, background): “Very simply, PsyCap can be viewed as " who you are " and " what you can become in terms of positive development " (Avolio & Luthans, 2006) and is differentiated from human capital ( " what you know " ), social capital ( " who you know " ), and financial capital ( " what you have " ) (Luthans et…”
Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors (2008, background): “Previous research has shown strong factor-analytic fit for the PsyCap questionnaire across multiple samples (e.g., Avey et al., 2006; Luthans, Avolio, et al., 2007).”
Psychological capital and authentic leadership: Measurement, gender, and cultural extension (2010, unknown): “This is supported by a growing body of research, which has linked psychological capital to improvements in many important workplace attitudes and behaviors, including job satisfaction, commitment, reduced absenteeism, leadership, and work performance ( Avey et al. , 2006”
Using positivity, transformational leadership and empowerment to combat employee negativity (2008, methodology): “In previous research, this instrument has indicated acceptable reliability and factor analytic fit (Avey et al., 2006).”
Experimental Analysis of a Web-Based Training Intervention to Develop Positive Psychological Capital (2008, background): “…and resilience have been theoretically presented (e.g., see Luthans, Avolio et al., 2007; Snyder, 2002) and empirically demonstrated (e.g., Avey et al., 2006; Bryant & Cvengros, 2004; Carifio & Rhodes, 2002; Luthans, Avolio et al., 2007; Magaletta & Oliver, 1999; Youssef & Luthans, 2007)…”
Team level positivity: investigating positive psychological capacities and team level outcomes (2009, methodology): “Recent work by Avey et al., 2006 found that the POB capacities of optimism, resilience, and efficacy were related to decreased levels of absenteeism.”
Psychological capital as a mediator of the relationship between leadership and creative performance behaviors: empirical evidence from the Indian R&D sector (2014, background): “…may stimulate not only employee creativity but also other positive consequences of psychological capital like job satisfaction, organizational commitment, employee well-being and employee performance (Avey et al. 2006; Larson and Luthans 2006; Luthans, Norman et al. 2008; Combs et al. 2010).”
Positive Psychology in the Workplace (2010, background): “Research studies have shown various measures of psychologic capital to be positively related to job satisfaction and job performance (Luthans et al. 2007), organizational commitment (Youssef and Luthans 2007), and employee absenteeism ( Avey et al. 2006 ).”