Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance.

By James Avey, R. Reichard, Fred Luthans, K. Mhatre. 2011

1,773 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/fb6c8e3bd6dbab24485df5fb364228d0d5b5c17c

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In Applied Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Authoritarian leadership and employee creativity: The moderating role of psychological capital and the mediating role of fear and defensive silence (2018, methodology): “At Time 1, we measured employee PsyCap using a 12-item scale (Avey et al., 2011).”
Linking positive emotions and academic performance: The mediated role of academic psychological capital and academic engagement (2019, methodology): “Academic PsyCap was measured using the Psychological Capital Questionnaire-12 (PCQ-12; Avey et al. 2011a), adapted to the Chilean academic context (Martínez et al. 2018).”
Testing a dynamic model of the impact of psychological capital on work engagement and job performance (2018, background): “For example, Avey et al. (2011) in their meta-analysis found a positive correlation of PsyCap with measures of job performance (0.26 in 24 studies), with organizational citizenship behaviors (0.45 in 8 studies), and with attitudes of satisfaction (0.54, in 10 studies) and commitment (0.48 in 9…”
How work–family enrichment influence innovative work behavior: Role of psychological capital and supervisory support (2017, background): “Psycological capital is positively related with desirable attitudes, behaviors, and performance (Avey et al., 2011), psychological well-being of employees (Avey, Nimnicht, & Pigeon, 2010) and negative relationships with cynicism, intentions to quit (Avey, Nimnicht, & Pigeon, 2010) and importantly…”
Flexible work designs and employee well‐being: examining the effects of resources and demands (2015, positive): “As PA engenders success in multiple life domains, including the workplace, it is generally considered the hallmark of well-being (Lyubomirsky et al., 2005; Avey et al., 2011).”
Hope as a Resource for Self-Directed Career Management: Investigating Mediating Effects on Proactive Career Behaviors and Life and Job Satisfaction (2014, background): “In the work domain, research has established that hope and the related concept of psychological capital (which combines hope with optimism, self-efficacy, and resilience) are positively related to job satisfaction (Luthans et al. 2007; Avey et al. 2011).”
Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination (2018, methodology): “Positive psychological capital, which includes self-efficacy as a subdimension (Luthans et al., 2006), has also been positively and significantly related to performance in meta-analytical studies (Avey et al., 2011).”