Relevant bibliographies by topics / Psychological capital

Academic literature on the topic 'Psychological capital'

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Published: 4 June 2021
Last updated: 25 May 2024

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Journal articles on the topic "Psychological capital"

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Wernsing, Tara. "Psychological Capital." Journal of Leadership & Organizational Studies 21, no. 2 (December 19, 2013): 179–90. http://dx.doi.org/10.1177/1548051813515924.

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A. Schulz, Steven, Kyle W. Luthans, and Jake G. Messersmith. "Psychological capital." International Journal of Physical Distribution & Logistics Management 44, no. 8/9 (September 30, 2014): 621–34. http://dx.doi.org/10.1108/ijpdlm-06-2013-0174.

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Purpose – A number of studies have identified a relationship between the positive psychological capital (PsyCap) of employees and desirable outcomes. Given current and projected shortages of truck drivers that could become the “Achilles heel” of the global supply chain, the purpose of this paper is to test whether and how drivers’ attitudes and PsyCap relates to their intentions to quit. Design/methodology/approach – Using survey data from truckload drivers (n=251) from two major transportation firms, correlation, regression, and path analysis were conducted to assess the relationship between job satisfaction, organizational commitment, PsyCap, and intentions to quit. Findings – Results of this study indicate strong positive relationships between PsyCap and job satisfaction and organizational commitment and a strong negative correlation with intentions to quit. Structural equation modeling suggests that job satisfaction and organizational commitment mediate the relationship between PsyCap and turnover intentions. Practical implications – Managerial implications for recognizing, understanding, and developing PsyCap in the transportation industry are derived from this study. Specific training guidelines are provided. Originality/value – The major contribution of this paper is that it provides, for the first time, empirical evidence that PsyCap can be utilized to improve retention rates for truckload drivers.
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Wang, Xiaomei, Quanquan Zheng, and Xiancai Cao. "Psychological Capital." Public Personnel Management 43, no. 3 (May 11, 2014): 371–83. http://dx.doi.org/10.1177/0091026014535182.

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K. C. Barmola, K. C. Barmola. "Gender and Psychological Capital of Adolescents." Indian Journal of Applied Research 3, no. 10 (October 1, 2011): 1–3. http://dx.doi.org/10.15373/2249555x/oct2013/142.

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Mathews, Jose. "Psychological Capital: A Reconceptualisation." International Journal of Management Concepts and Philosophy 1, no. 1 (2022): 1. http://dx.doi.org/10.1504/ijmcp.2022.10046297.

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Mathews, Jose. "Psychological capital: a reconceptualisation." International Journal of Management Concepts and Philosophy 15, no. 4 (2022): 317. http://dx.doi.org/10.1504/ijmcp.2022.126682.

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Strauss, Gabriel, Lea Waters, Nick Haslam, and Anit Somech. ""The Relationships among Leader Psychological Capital, Team Psychological Capital and Team Outcomes"." Academy of Management Proceedings 2013, no. 1 (January 2013): 13274. http://dx.doi.org/10.5465/ambpp.2013.13274abstract.

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Dudasova, Ludmila, Jakub Prochazka, Martin Vaculik, and Timo Lorenz. "Measuring psychological capital: Revision of the Compound Psychological Capital Scale (CPC-12)." PLOS ONE 16, no. 3 (March 3, 2021): e0247114. http://dx.doi.org/10.1371/journal.pone.0247114.

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This article provides information about the psychometric limitations of the original Compound Psychological Capital Scale (CPC-12) and suggests a revised version CPC-12R, a free-to-use measure of Psychological Capital. The investigation consisted of three studies: two of these identified psychometric limitations of the original scale, and the third presented the revised version of the scale. The first study did not confirm the hypothesized four-factor structure of the CPC-12 on a sample of Czech teachers (n = 282) and found psychometric limitations in the resilience subscale. The second study identified the same problem using secondary analyses of the original data from two samples of German employees (n = 202 and 321 respectively). The third study proposed a revised version of the scale with new items for resilience, and provided support for reliability and factorial validity of the new CPC-12R on a sample of Czech employees (n = 333). CPC-12R demonstrated a better fit to the theoretically supported model of Psychological Capital than CPC-12, and further displays adequate psychometric properties to be recommended for application in both research and practice.
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Bilgetürk, Mahmut, and Elif Baykal. "How does Perceived Organizational Support Affect Psychological Capital? The Mediating Role of Authentic Leadership." Organizacija 54, no. 1 (February 1, 2021): 82–95. http://dx.doi.org/10.2478/orga-2021-0006.

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Abstract Background and Purpose: Authentic leadership, the most noteworthy positive leadership style accepted by positive organizational behavior scholars, is famous for its contributions to psychological capitals. And, in fact, this leadership style can flourish and be experienced more easily in situations where there are supportive organizational conditions. Hence, in this study, we assume that organizational support is an important antecedent for experiencing and displaying authentic leadership. Furthermore, in organizations wherein authentic leadership is practiced, people may assume organizational support comes about thanks to their leaders’s management style, particularly where authentic leadership may shadow the effect of perceived organizational support on the psychological capitals of individuals. So, in our model we proposed that perceived organizational support will have a positive effect on both authentic leadership style and the psychological capitals of individuals. Moreover, authentic leadership will act as a mediator in this relationship. Design/Methodology/Approach: For the related field research we collected data from professionals working in the service sector in Istanbul. Related data have been analysed with structural equation modelling in order to test our hypotheses. Results: Results of this study confirmed our assumptions regarding the positive effects of perceived organizational support on authentic leadership and on four basic dimensions of psychological capital: self-efficacy, optimism, resilience, and hope. Moreover, our results confirmed the statistically significant effect of authentic leadership on psychological capital and partial mediator effect of authentic leadership in the relationship between perceived organizational support and psychological capital. Conclusion: Our results indicate the importance of empowering employees and engaging in authentic leadership behaviour in increasing psychological capitals of employees and psychologically creating a more powerful work-force.
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Elsafty, Ashraf, Dalia Abadir, and Ashraf Shaarawy. "How Does the Entrepreneurs’ Financial, Human, Social and Psychological Capitals Impact Entrepreneur’S Success?" Business and Management Studies 6, no. 3 (September 24, 2020): 55. http://dx.doi.org/10.11114/bms.v6i3.4980.

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The literature has widely covered the factors that determine the success of entrepreneurial ventures from financial and organizational perspectives. This study intends to tackle how the Financial Capital, the Human Capital, the Social Capital, and the Psychological Capital of the Entrepreneur affect Entrepreneurial Success. Despite that the Financial, Human, and Social Capitals are extensively examined in the literature as they relate to entrepreneurial success, this paper will add the psychological capital of the entrepreneur and examine its effect on entrepreneurial success in Egypt.This study aimed to investigate the effect of Financial Capital, Human Capital, Social Capital, and Psychological Capital on Entrepreneurial Success using a cross-sectional survey. Respondents were the owners and founders of small and medium enterprises (SMEs) in Cairo, Egypt. The results revealed that Social Capital and Psychological capital had a statistical significance as well as a positive strong relationship with Entrepreneurial success, while the Financial Capital and the Human Capital had statistical insignificance as well as a positive weak to a very weak relationship with Entrepreneurial success respectively.The study findings suggested that entrepreneurial success is strongly connected to the intangible resources of the entrepreneur, which are Social Capital and Psychological Capital, and that the Psychological Capital had the highest impact on Entrepreneurial success. However, the impact of the Financial Capital and Human Capital on Entrepreneurial Success was statistically insignificant.
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Dissertations / Theses on the topic "Psychological capital"

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Carmona, Halty Marcos. "Psychological Capital in Schools." Doctoral thesis, Universitat Jaume I, 2020. http://dx.doi.org/10.6035/14109.2020.554666.

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El objetivo de la presente tesis fue examinar la aplicabilidad del constructo capital psicológico académico en un contexto escolar, aportando evidencia empírica sobre sus antecedentes y resultados académicos. Se realizaron cinco estudios empíricos que permiten concluir que el capital psicológico es un constructo aplicable al contexto escolar y a los objetivos de la educación positiva. Es decir, el capital psicológico resulta de utilidad para comprender los procesos que subyacen al funcionamiento óptimo de los adolescentes en contextos escolares.
The objective of this thesis was to examine the applicability of the academic psychological capital construct in a school context, providing empirical evidence on its antecedents and academic results. Five empirical studies were carried out which allow us to conclude that psychological capital is a construct applicable to the school context and to the objectives of positive education. In other words, psychological capital is useful for understanding the processes that underlie the optimal functioning of adolescents in school contexts. In addition, the results reported here are consistent with previous literature both in professional and pre-professional contexts and allow the usefulness o psychological capital to be extended into hitherto scarcely explored domains.
Programa de Doctorat en Psicologia
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De, Andrade Ruaan Kriel. "The relationship between psychological capital and psychological well-being." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1020096.

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A study of the available literature on Psychological WellQBeing and Positive Organisational Scholarship revealed that enormous potential existed for further research. This is a relatively new field with limited literature and research evidence available. It became very clear from the beginning that the relationships between these constructs could successfully be researched. It was therefore decided to embark on an academic research journey in order to contribute to the existing knowledge available on these constructs within the South African Private Healthcare Industry. This quantitative research was used to obtain more clarity about the relationships between the two constructs and to gather the responses from the research population. The research sample consisted of 152 nursing staff. Two questionnaires were integrated to develop the Nursing Psychological WellQBeing Questionnaire and consisted of i) PsyCap Questionnaire developed by Luthans, Youssef and Avolio2007, and ii) Psychological WellQBeing Questionnaire developed by Ryff 2000. A total of 152 nursing staff responded to an 87–item paperQbased questionnaire. Four research questions were formulated and covered the following: •The content, validity and portability of the measuring instruments; •The configuration of the various constructs; • Relationships between some of the variables . The content and the structure of the measuring instruments were assessed by means of Confirmatory Factor Analysis (CFA) and) Exploratory Factor Analyses (EFA). These assessments showed that the original measuring instruments are not portable to a culture which is different to the one where they were originally developed. The relationship between dimensions of Psychological WellQBeing and PsyCap sense of achievement and optimism is a significant finding. The significance of the findings of this study and the contribution that it makes to the existing theory is seen in the importance of the portability of measuring instruments. Recommendations in this regard have been made in Chapter 5. Various findings have also highlighted the relationships between Psychological WellQBeing and PsyCap. The importance of future research topics has been recommended.
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Rogan, Malisa. "Psychological Capital and Contentment; Is there correlation?" Franklin University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=frank1623942529290833.

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Schwarz, Susan. "The role of human capital, social capital, and psychological capital in micro-entrepreneurship in China." Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/40361/.

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A key question in entrepreneurship research is how certain individuals in different contexts are able to generate superior venture performance. Micro-entrepreneurs in emerging and transition economies lack access to various forms of capital to launch and grow new ventures, as they operate in settings characterised by resource scarcity and underdeveloped market institutions. To meet the need for tangible financial resources, lenders provide small loans to stimulate business development. Yet financial capital alone does not ensure successful business outcomes, raising questions as to how micro-entrepreneurs deploy intangible resources to drive growth. Based on in-person survey interviews conducted with 164 entrepreneurs receiving loans at community banks in Zhejiang Province, China, as well as qualitative field data, this study examines the impact of human capital, social capital, and psychological capital on the growth of micro-enterprises in China, with a focus on the moderating role of psychological capital. By integrating psychological capital with human capital and social network approaches, this study fills a research gap at the intersections of these three perspectives. The contributions of this study include establishing boundary conditions for these theories to explain how entrepreneurs overcome resource scarcity to grow ventures within a relational society undergoing a transition to a market economy.
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Letcher, Lloyd. "Psychological capital and wages : a behavioral economic approach /." Search for this dissertation online, 2003. http://wwwlib.umi.com/cr/ksu/main.

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Leonard, Mark C. "Leadership styles and Psychological Capital in a home improvement organization." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10244505.

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The academic and corporate pursuit of many programs is to understand the implications of leadership styles on organizations. Countless research hours have been spent examining the leadership construct in the hope of developing programs that impact performance. Furthermore, there has been a recent surge in the study of Psychological Capital and the potential implications for human performance and development.

The purpose of this quantitative study was to understand the intersection of leadership styles, Psychological Capital, and productivity.

The study examined two research questions. The first research question examined what correlation exists between the styles of leadership as measured by the MLQ 5X, and psychological capital attributes (hope, efficacy, resiliency, and optimism) as measured by the PCQ of the field sales associates. The second research question strived to understand if there was a correlation between productivity, as measured by the average sales per person, and either psychological capital of the field associates, the styles of leadership, or both.

The leadership styles were measured using the MLQ 5X to determine if the leaders were transformational, transactional, or passive/avoidant. The MLQ 5X also measured the subscores of transformational leadership to see what relationship, if any, exists between the subscore and sales productivity. A total of 59 leaders in 28 districts completed the MLQ 5X.

The Psychological Capital of the sales team was measured using the PCQ to determine the overall PCQ score, as well as the subscores of hope, optimism, resiliency, and self-efficacy. A total of 151 sales associates in 28 districts completed the PCQ assessment.

The results of the study found that there was a positive correlation between leaders that coach and develop their sales team and teams that have higher sales. The research found that leaders that were more transformational and generate satisfaction had higher sales performance. The analysis also indicated that leaders that were transformational had sales teams with higher self-efficacy. There was not a correlation between Psychological Capital and sales performance.

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Cesaro, Robert John. "Psychological Capital as a Mediator Between Team Cohesion and Productivity." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2252.

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Organizations attempting to optimize productivity are seeking new ways to develop psychological capital in teams. The researcher conducted a quantitative study to determine whether team cohesion, as assessed by the Revised Group Environment Questionnaire (RGEQ), impacts team productivity, as assessed by the Performance Measurement Team (PMT) Manufacturing Resource System (MRS); whether this relationship can be attributed to a team's level of psychological capital, as assessed by the Psychological Capital Questionnaire (PCQ-12); and whether psychological capital mediates the relationship between team cohesion and team productivity. Forty-five PMTs in a large U.S. defense manufacturing organization were surveyed using the PCQ-12 and the RGEQ, and their respective PMT MRS productivity levels were recorded. Barron and Kenny's 4-step mediation analysis was employed using simple and multiple regression to determine whether a team's level of cohesion significantly contributes to its productivity and if its level of psychological capital mediates the relationship between cohesion and productivity. The results indicated that team cohesion does not predict team productivity and that psychological capital is not a mediator of team cohesion and productivity. Although cohesion and psychological capital have a significant positive effect on supervisor performance ratings, the effect is diminished when viewing the objective measure of productivity. The study promotes positive social change in the workplace by elevating awareness of the effect of team cohesion on the psychological states of manufacturing workers. Understanding these relationships will help organizations to implement teaming methods that support the efficiencies and well-being of employees.
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du, Plessis Marieta. "The relationship between authentic leadership, psychological capital, followership and work engagement." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/3903.

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Philosophiae Doctor - PhD
The present study provided insight into authentic leadership, psychological capital and exemplary followership behaviour as antecedents of work engagement of employees. A quantitative, cross-sectional survey design was utilised, using a composite electronic questionnaire. Data was gathered by using a purposive sample of managers in a national South African healthcare industry organisation (N = 647). The portability of the measurement instruments to a South African context were validated through confirmatory and exploratory factor analysis. The psychological capital and authentic leadership measures retained its original factor structure and items, whilst the work engagement and followership measures were adapted to improve the internal reliability and construct validity of the instrument for the healthcare industry sample. The higher-order factor structure of psychological capital was also confirmed
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Oliveira, Edineide Maria de. "A RELAÇÃO ENTRE CAPITAL HUMANO E CAPITAL PSICOLÓGICO." Universidade Metodista de São Paulo, 2011. http://tede.metodista.br/jspui/handle/tede/11.

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Made available in DSpace on 2016-08-02T21:42:19Z (GMT). No. of bitstreams: 1 Edineide Maria de Oliveira - finalissima 0711.pdf: 423479 bytes, checksum: ae7098172cd8c953188c1b9d9a760817 (MD5) Previous issue date: 2011-10-06
Intangible assets received special attention from scholars in recent years in the organization context of human resource management, since theoretical proposals were developed to understand (them) and measure them. Anchored in this line of research are human capital and psychological capital. While human capital is what workers can do, the psychological capital consists of a positive mental state made up of self-efficacy, hope, optimism and resilience. The overall purpose of his study was to analyze the relationship between human capital and psychological capital. It s about a quantitative study which involved 60 workers, students of the last period of Business Administration, with a average age of 23.85 years, mostly female, single and employed. Data for the study were collected in classrooms of a private university found in the Greater ABC area , through a self-administered instrument containing an interval measure of psychological capital with 12 items, validated for Brazil, and a measure of capital human with six questions,with two to measure the experience range and four to probe education. An eletronic database was design which was submitted to descriptive analysis and correlation (Pearson s) by means of SPSS 19.0 The results revealed that participants held a human capital represented by average 4.38 years work experience and that the majority (75%) had revealed to have a maximum of five years in this topic (regard). Regarding the dimension extent of education of human capital, the majority (96.70%) had not completed any graduate course, spent between 11 and 20 years to the studies(y) (81.60%), didin t exchange shift studies (93%), while 86.70% (is) already included in their academic curriculum complementary activities in the Educational Plan of Business Administration Course attended, and 73.30% had between one and three internships. The analysis poit out a median score of psychological capital, 9 accentuated strengthened by the difficulty of the participants to recognize that they are in a phase of success at work and could see the bright side of things on the job. Investigating the relationship between human capital and psychological capital significant correlations were not found. Given these results, it s presumable that the study s participants, for the reason of being predominantly young workers who have not yet completed an undergraduate degree, although in its way of life more than 10 years devoted to studies and worked for about five years on average still do not recognize themselves, in the presence of a consistent human capital psychological. The lack of relationship observed between the two intangibles advocated by theorists as important to ensure that employees can contribute to the company in pursuit of their goals seems to reveal that more studies are still needed and developing theory to support not only the assumptions about asset intangible as well as to identify the relationship of dependence that may exist between the categories of human capital and psychological.
Os ativos intangíveis receberam atenção especial de estudiosos nos últimos anos, no contexto organizacional de gestão de pessoas, visto que foram desenvolvidas propostas teóricas para compreendê-los e mensurá-los. Ancorados nesta linha de investigação, encontram-se o capital humano e o capital psicológico. Enquanto o capital humano representa o que os trabalhadores sabem fazer, o capital psicológico compreende um estado mental positivo composto por autoeficácia, esperança, otimismo e resiliência. Este estudo teve, como objetivo geral, analisar as relações entre capital humano e capital psicológico. Tratou-se de um estudo quantitativo do qual participaram 60 trabalhadores, estudantes do último período do Curso de Administração, com idade média de 23,85 anos, sendo a maioria do sexo feminino, solteira e empregada. Os dados para o estudo foram coletados em salas de aula de uma universidade particular, situada na Região do Grande ABC, por meio de um instrumento auto aplicável, contendo uma medida intervalar de capital psicológico com 12 itens, validada para o Brasil, e uma de capital humano com seis questões, sendo duas para medir a dimensão experiência e quatro para aferir educação. Foi criado um banco eletrônico, o qual foi submetido a análises descritivas e de correlação (r de Pearson) por meio do SPSS, versão 19.0. Os resultados revelaram que os participantes detinham um capital humano representado por 4,38 anos médios de experiência de trabalho , e que a maioria (75%) havia revelado possuir no máximo cinco anos neste quesito. Quanto à dimensão educação do capital humano, a maioria (96,70%) não havia concluído nenhum curso de graduação, se dedicou entre 11 a 20 anos aos estudos (81,60%), não realizou intercâmbios de estudos (93%), enquanto 86,70% já incluíram, em seu currículo acadêmico, atividades complementares previstas no Plano Pedagógico do Curso de Administração que cursavam, bem como 73,30% realizaram entre um a três estágios curriculares. As análises indicaram um escore mediano de capital psicológico, acentuado pela dificuldade dos participantes para reconhecerem que estavam em uma fase de sucesso no trabalho e de conseguirem enxergar o lado brilhante das coisas relativas ao trabalho. Ao se investigar as relações entre o capital humano e capital psicológico não foram encontradas correlações significativas. Diante de tais resultados, pareceu provável que os participantes do estudo, por serem predominantemente jovens trabalhadores que ainda não concluíram um curso de graduação, embora tivessem em seu percurso de vida mais de 10 anos dedicados aos estudos e trabalhado por volta de cinco anos em média, ainda não reconheciam, em si, a presença de um consistente capital humano nem psicológico. A ausência de relação observada entre os dois ativos intangíveis preconizados por teóricos como importantes, para que o trabalhador pudesse contribuir com a empresa no alcance de suas metas, pareceu revelar que ainda eram necessários mais estudos e desenvolvimento de teorização, para sustentar não somente as hipóteses acerca de ativos intangíveis, como também permitir identificar a relação de dependência que pudesse existir entre as categorias de capital humano e psicológico.
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Warneke, Kirsten Ruth. "Perceptions of internal rewards equity, equity sensitivity, psychological capital and work engagement." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4193.

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Psychological capital and work engagement, both constructs rooted in positive psychology, have been associated with positive outcomes in the workplace, such as better job performance and organisational citizenship behaviours. The rewards practices of organisations have not been widely studied in relation to these positive psychological constructs, despite the clear importance of understanding how the way that employees are rewarded serves to motivate behaviour in the workplace. This study sought to bring together two rewards-centred constructs, namely, the perceptions of equity of rewards and the equity sensitivity of employees, and the two positive psychological constructs of psychological capital and work engagement, with the aim of understanding how these constructs relate to each other and, ultimately, discerning how reward systems might best be aligned to improve employee performance. A theoretical model was constructed based on a review of relevant literature, and eight hypotheses were set to test the model. This research took the form of a cross-sectional design, using a composite questionnaire to measure psychological capital, work engagement, equity sensitivity and perceptions of equity in rewards by means of a self-report electronic survey. Employees at a South African university were invited to participate in the study by means of an emailed invitation, and a sample of 305 respondents was achieved. Data analysis was conducted using descriptive and inferential statistics, which included frequency tables, Cronbach’s alpha testing, Pearson’s Product-Moment Correlations, chi-square tests, t-tests, analysis of variance, hierarchical regression analysis, confirmatory factor analysis, and structural equation modelling. The results of the survey showed that respondents had high levels of psychological capital with the exception of the medium scores on the Optimism dimension; levels of work engagement were high overall; responses regarding the perceptions of equity of rewards relating to promotions were most negative, with the rest of the perceptions of equity of rewards dimensions being scored neutrally; and scores for equity sensitivity showed a tendency toward a benevolent disposition. Significant differences were found between demographic groups in the sample for all of the constructs under investigation. Evidence was found in support of the hypothesised relationships in the theoretical model, with the exception of the hypothesised link between equity sensitivity and the perceptions of equity of rewards. The hypotheses regarding moderation relationships were not accepted, based on the results of the hierarchical regression analysis. Structural equation model testing resulted in unsatisfactory fit of the statistical model. Confirmatory factor analysis results provided support for the acceptability of the Equity Sensitivity Instrument, Utrecht Work Engagement Scale and Psychological Capital Questionnaire for use on a South African sample. As far as it could be ascertained, the constructs under investigation have not been examined together before. The study therefore contributes uniquely to the existing body of positive organisational behaviour research, and begins to fill the gap identified in the Rewards literature. A number of recommendations for researchers and for organisations stemming from the study are put forward.
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Books on the topic "Psychological capital"

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Death by design: Capital punishment as social psychological system. Oxford: Oxford University Press, 2005.

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Pryce-Jones, Jessica. Happiness at work: Maximizing your psychological capital for success. Malden, MA: Wiley-Blackwell, 2010.

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Pryce-Jones, Jessica. Happiness at work: Maximizing your psychological capital for success. Malden, MA: Wiley-Blackwell, 2010.

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Religiosity, cultural capital, and parochial schooling psychological empirical research. Charlotte, N.C: Information Age Pub. Inc., 2010.

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Happiness at work: Maximizing your psychological capital for success. Malden, MA: Wiley-Blackwell, 2010.

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K, Dalal Ajit, and Singh Anup K, eds. Research in human resource development: The psychological perspectives. Gurgaon, Haryana: Academic Press, 1989.

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Human capital. London: Viking, 2005.

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Amidon, Stephen. Human capital. New York: Farrar, Strauss and Giroux, 2004.

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Amidon, Stephen. Human capital. Toronto: HarperCollins, 2004.

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Human capital. Toronto: HarperPerennial Canada, 2005.

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Book chapters on the topic "Psychological capital"

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Kariv, Dafna. "Entrepreneurial psychological capital." In Startups and Crisis Management, 181–203. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003173809-9.

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Kinley, Nik, and Shlomo Ben-Hur. "Psychological Capital: Willpower and Resilience." In Changing Employee Behavior, 113–28. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137449566_7.

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Kinley, Nik, and Shlomo Ben-Hur. "Psychological Capital: Willpower and Resilience." In Changing Employee Behavior, 117–33. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-29340-5_7.

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Coppin, Alan. "Health and Safety and Psychological Wellbeing." In The Human Capital Imperative, 83–92. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-49121-9_11.

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Szyszka, Adam. "Psychological Aspects of Decision Making." In Behavioral Finance and Capital Markets, 37–58. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137366290_3.

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Perkins, Douglas D., and D. Adam Long. "Neighborhood Sense of Community and Social Capital." In Psychological Sense of Community, 291–318. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-1-4615-0719-2_15.

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Kinley, Nik, and Shlomo Ben-Hur. "Psychological Capital: Believing You Can Succeed." In Changing Employee Behavior, 95–112. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137449566_6.

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Kinley, Nik, and Shlomo Ben-Hur. "Psychological Capital: Believing You Can Succeed." In Changing Employee Behavior, 97–115. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-29340-5_6.

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Rabenu, Edna. "Positive Psychological Capital: From Strengths to Power." In Redefining Management, 81–105. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-69209-8_6.

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Qian, Xiaoye, Baiyin Yang, and Qian Li. "Human Capital, Collective Psychological Capital and Regional Innovation: Provincial Evidence from China." In Lecture Notes in Electrical Engineering, 291–305. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-40078-0_25.

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Conference papers on the topic "Psychological capital"

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Pan, Zeting, and Bixiang Zhu. "Review of Psychological Capital Research." In Proceedings of the 2017 5th International Education, Economics, Social Science, Arts, Sports and Management Engineering Conference (IEESASM 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/ieesasm-17.2018.102.

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Qi-chao He and Xiao-wei Qiu. "Benevolent leadership, psychological capital and civil servants' service performance: Psychological capital as a moderator." In 2015 International Conference on Logistics, Informatics and Service Sciences (LISS). IEEE, 2015. http://dx.doi.org/10.1109/liss.2015.7369704.

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Cai, Xiaolun, and Long Ye. "Psychological contract's mediating effect between psychological capital and job burnout." In 2016 International Conference on Logistics, Informatics and Service Sciences (LISS). IEEE, 2016. http://dx.doi.org/10.1109/liss.2016.7854505.

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Zhong, X. N., X. Li, T. Liu, and Y. W. Chen. "The mediator role of Psychological Capital: A study among authentic leadership, work engagement, and psychological capital." In 2016 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2016. http://dx.doi.org/10.1109/ieem.2016.7798200.

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Widhayani, Setioningtyas Puri, Zita Fodor, and Anna Dunay. "The intersection of psychological capital, social capital, and pro-environmental behavior." In 12th International Conference on Management 2023. Czestochowa: The Publishing Office of Czestochowa University of Technology, 2023. http://dx.doi.org/10.17512/cut/9788371939563/42.

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Burhanuddin, NUR AIMI NASUHA, Nor Aniza Ahmad, Rozita Radhiah Said, and Soaib Asimiran. "EXPLORING FACTORS CONTRIBUTED TO INSTRUCTIONAL COACHES’ PSYCHOLOGICAL CAPITAL." In 15th annual International Conference of Education, Research and Innovation. IATED, 2022. http://dx.doi.org/10.21125/iceri.2022.2306.

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Li, Shufen, Hongying Li, and Chichao Xu. "Research on Psychological Capital Intervention of College Students." In 2018 International Seminar on Education Research and Social Science (ISERSS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/iserss-18.2018.54.

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Pan, Qingquan, and Zongkui Zhou. "Psychological Capital, Coping Style and Psychological Health: An Empirical Study from College Students." In 2009 First International Conference on Information Science and Engineering. IEEE, 2009. http://dx.doi.org/10.1109/icise.2009.860.

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Dewi, Rusmalia, Joniarto Parung, and Artiawati. "The Role of Psychological Capital in predicting Work-Family Conflict." In International Conference on Psychological Studies (ICPSYCHE 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210423.024.

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""VALIDITY AND RELIABILITY OF THE HUMAN CAPITAL SUSTAINABILITY LEADERSHIP SCALE - JAPANESE VERSION"." In International Psychological Applications Conference and Trends. inScience Press, 2023. http://dx.doi.org/10.36315/2023inpact090.

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Reports on the topic "Psychological capital"

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Sultan, Sadiqa, Maryam Kanwer, and Jaffer Mirza. A Multi-layered Minority: Hazara Shia Women in Pakistan. Institute of Development Studies (IDS), December 2020. http://dx.doi.org/10.19088/creid.2020.011.

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Shia account for approximately 10–15 per cent of the Muslim population in Pakistan, which has a largely Sunni Muslim population. Anti-Shia violence, led by extremist militant groups, dates to 1979 and has resulted in thousands killed and injured in terrorist attacks over the years. Hazara Shia, who are both an ethnic and a religious minority, make an easy target for extremist groups as they are physically distinctive. The majority live in Quetta, the provincial capital of Balochistan in central Pakistan, where they have become largely ghettoised into two areas as result of ongoing attacks. Studies on the Hazara Shia persecution have mostly focused on the killings of Hazara men and paid little attention to the nature and impact of religious persecution of Shias on Hazara women. Poor Hazara women in particular face multi-layered marginalisation, due to the intersection of their gender, religious-ethnic affiliation and class, and face limited opportunities in education and jobs, restricted mobility, mental and psychological health issues, and gender-based discrimination.
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Drury, J., S. Arias, T. Au-Yeung, D. Barr, L. Bell, T. Butler, H. Carter, et al. Public behaviour in response to perceived hostile threats: an evidence base and guide for practitioners and policymakers. University of Sussex, 2023. http://dx.doi.org/10.20919/vjvt7448.

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Background: Public behaviour and the new hostile threats • Civil contingencies planning and preparedness for hostile threats requires accurate and up to date knowledge about how the public might behave in relation to such incidents. Inaccurate understandings of public behaviour can lead to dangerous and counterproductive practices and policies. • There is consistent evidence across both hostile threats and other kinds of emergencies and disasters that significant numbers of those affected give each other support, cooperate, and otherwise interact socially within the incident itself. • In emergency incidents, competition among those affected occurs in only limited situations, and loss of behavioural control is rare. • Spontaneous cooperation among the public in emergency incidents, based on either social capital or emergent social identity, is a crucial part of civil contingencies planning. • There has been relatively little research on public behaviour in response to the new hostile threats of the past ten years, however. • The programme of work summarized in this briefing document came about in response to a wave of false alarm flight incidents in the 2010s, linked to the new hostile threats (i.e., marauding terrorist attacks). • By using a combination of archive data for incidents in Great Britain 2010-2019, interviews, video data analysis, and controlled experiments using virtual reality technology, we were able to examine experiences, measure behaviour, and test hypotheses about underlying psychological mechanisms in both false alarms and public interventions against a hostile threat. Re-visiting the relationship between false alarms and crowd disasters • The Bethnal Green tube disaster of 1943, in which 173 people died, has historically been used to suggest that (mis)perceived hostile threats can lead to uncontrolled ‘stampedes’. • Re-analysis of witness statements suggests that public fears of Germany bombs were realistic rather than unreasonable, and that flight behaviour was socially structured rather than uncontrolled. • Evidence for a causal link between the flight of the crowd and the fatal crowd collapse is weak at best. • Altogether, the analysis suggests the importance of examining people’s beliefs about context to understand when they might interpret ambiguous signals as a hostile threat, and that. Tthe concepts of norms and relationships offer better ways to explain such incidents than ‘mass panic’. Why false alarms occur • The wider context of terrorist threat provides a framing for the public’s perception of signals as evidence of hostile threats. In particular, the magnitude of recent psychologically relevant terrorist attacks predicts likelihood of false alarm flight incidents. • False alarms in Great Britain are more likely to occur in those towns and cities that have seen genuine terrorist incidents. • False alarms in Great Britain are more likely to occur in the types of location where terrorist attacks happen, such as shopping areass, transport hubs, and other crowded places. • The urgent or flight behaviour of other people (including the emergency services) influences public perceptions that there is a hostile threat, particularly in situations of greater ambiguity, and particularly when these other people are ingroup. • High profile tweets suggesting a hostile threat, including from the police, have been associated with the size and scale of false alarm responses. • In most cases, it is a combination of factors – context, others’ behaviour, communications – that leads people to flee. A false alarm tends not to be sudden or impulsive, and often follows an initial phase of discounting threat – as with many genuine emergencies. 2.4 How the public behave in false alarm flight incidents • Even in those false alarm incidents where there is urgent flight, there are also other behaviours than running, including ignoring the ‘threat’, and walking away. • Injuries occur but recorded injuries are relatively uncommon. • Hiding is a common behaviour. In our evidence, this was facilitated by orders from police and offers from people staff in shops and other premises. • Supportive behaviours are common, including informational and emotional support. • Members of the public often cooperate with the emergency services and comply with their orders but also question instructions when the rationale is unclear. • Pushing, trampling and other competitive behaviour can occur,s but only in restricted situations and briefly. • At the Oxford Street Black Friday 2017 false alarm, rather than an overall sense of unity across the crowd, camaraderie existed only in pockets. This was likely due to the lack of a sense of common fate or reference point across the incident; the fragmented experience would have hindered the development of a shared social identity across the crowd. • Large and high profile false alarm incidents may be associated with significant levels of distress and even humiliation among those members of the public affected, both at the time and in the aftermath, as the rest of society reflects and comments on the incident. Public behaviour in response to visible marauding attackers • Spontaneous, coordinated public responses to marauding bladed attacks have been observed on a number of occasions. • Close examination of marauding bladed attacks suggests that members of the public engage in a wide variety of behaviours, not just flight. • Members of the public responding to marauding bladed attacks adopt a variety of complementary roles. These, that may include defending, communicating, first aid, recruiting others, marshalling, negotiating, risk assessment, and evidence gathering. Recommendations for practitioners and policymakers • Embed the psychology of public behaviour in emergencies in your training and guidance. • Continue to inform the public and promote public awareness where there is an increased threat. • Build long-term relations with the public to achieve trust and influence in emergency preparedness. • Use a unifying language and supportive forms of communication to enhance unity both within the crowd and between the crowd and the authorities. • Authorities and responders should take a reflexive approach to their responses to possible hostile threats, by reflecting upon how their actions might be perceived by the public and impact (positively and negatively) upon public behaviour. • To give emotional support, prioritize informative and actionable risk and crisis communication over emotional reassurances. • Provide first aid kits in transport infrastructures to enable some members of the public more effectively to act as zero responders.
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