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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 - PhDThe 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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Previous issue date: 2011-10-06Intangible 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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Cole, Kenneth, and n/a. "Good for the Soul: The Relationship between Work, Wellbeing, and Psychological Capital." University of Canberra. Business and Government, 2007. http://erl.canberra.edu.au./public/adt-AUC20081027.155000.
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Both economic and psychological research provides strong evidence that unemployment
adversely affects a person's mental, emotional, and physical wellbeing, which in turn may
impair his/her ability to regain employment. Studies also suggest a person's "psychological
capital" (personality traits that influence the productivity of labour) may mediate (1) the impact
of unemployment on wellbeing and facilitate re-employment. While the effects of
unemployment have been well documented, the simultaneous relationship between wellbeing
and labour market status and the influencing role of psychological capital have received much
less attention, requiring further investigation. There is still concern in the literature that "the
exact nature of the interrelationships between labour market experience and mental health
remains unclear and complicated by questions over the direction of causality and
heterogeneous impacts across individuals." (Dockery, 2006, p. 2)
The purpose of this research is to explore the interrelationship between labour market status,
wellbeing, and psychological capital in more detail. The thesis combines key concepts from
various economic and psychological theories, each partially describing how labour market
status, wellbeing, and psychological capital interact with each other. The validity of the
integrated model is then tested by estimating structural equations for labour market status and
wellbeing using cross-sectional and longitudinal data from the Household, Income and
Labour Dynamics in Australia (HILDA) Survey. The HILDA Survey is a broad social and
economic survey that focuses on family and household formation, income and work. The
survey contains economic, psychological, and demographic data with sound psychometric
qualities for a large sample of working aged Australians that makes it well suited to this type of analysis.
As well as the regression analyses, the results of a case study conducted with a group of jobseekers
at an employment agency are also reported. The study sought to evaluate the
effectiveness of personal development training for the unemployed (designed to improve
psychological capital), and its subsequent influence on their ability to regain employment.
While the research was halted before completion, some valuable insights were gleamed from
the study, and these warrant discussion.
Findings of the research indicate a simultaneous relationship exists between labour market
status and wellbeing. Individuals with healthier wellbeing are more likely to be employed,
and employment contributes to healthier wellbeing. The results also indicate psychological
capital is an important variable influencing wellbeing, partially mediating the impact of
unemployment on wellbeing. Employed individuals have significantly higher psychological
capital than those who are unemployed or not in the labour force, or those who transition in
and out of employment. Psychological capital appears to be a relatively stable, but somewhat
malleable, personality construct that does not vary greatly for individuals experiencing
changes in labour market status (LMS). People who develop poor psychological capital
during youth may therefore be predisposed to a higher risk of being unemployed when they
enter the labour market.
The results suggest programs/policies that foster healthier wellbeing and psychological capital
during youth, or repair damaged psychological capital once in the labour market, could help
lower unemployment or the duration of unemployment. Recent Australian government policy
initiatives designed to improve labour force participation and productivity by enhancing
human capital are likely to be more effective if they also target psychological capital. The
research also highlights shortcomings in mainstream economic theory, which are discussed
along with the weaknesses of the study, and opportunities for further research.
(1) A mediator effect (or indirect effect) involves one or more "intervening variables" transmitting some or all of the causal effects of prior variables (e.g. unemployment) onto subsequent variables (e.g. wellbeing). See: Byrne, 2001).
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Rowe, Kate Penelope. "Psychological capital and employee loyalty: The mediating role of protean career orientation." Thesis, University of Canterbury. Psychology, 2013. http://hdl.handle.net/10092/7621.
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Evidence that positively disposed employees are inclined to experience greater loyalty to the organisation and fewer intentions to quit may be underestimated. The present study
investigated the role that the individual’s career attitude plays in the relationship between positive psychological capital (a composite variable based on hope, self-efficacy, resilience,
and optimism) and subsequent loyalty to the organisation. An online survey was administered to New Zealand employees across five distinct industries. Regression analyses on a sample of 518 confirmed that a self-directed and values-driven approach to career management mediates the relationship between psychological capital and affective commitment to the organisation and turnover intentions. Results are discussed in terms of their implications for individual and organisational activities and recommendations for future research are provided.
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Rinkoff, Marci B. "The Impact of Mindfulness Based Interventions on the Psychological Capital of Leaders." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10604966.
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This mixed method study examined the relative impact of virtual and classroom-based mindfulness training on the psychological capital (PsyCap) of leaders. The control group (n = 9) and the experimental group (n = 15) participated in an 8-week program and completed pre and post-assessments PsyCap levels. A virtual program was delivered to the control group. A classroom based program was delivered to the experimental group. The experimental group exhibited significant improvement in all four psychological traits which make up the PsyCap construct: efficacy, hope, resilience and optimism. The control group exhibited significant improvement only in self-reported hope scores. The qualitative results from the experimental group were encouraging, emphasizing key learnings from the classroom experience which made an impact at the personal and professional levels. Continued research in this area is anticipated to understand more antecedents to increasing PsyCap levels, leadership effectiveness and benefits of mindfulness based interventions, and enable organizations to better support leaders with mindfulness resources in the workplace. Keywords: Leadership Effectiveness, Mindfulness Based Interventions, PsyCap, Wellness in the Workplace
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Ollerenshaw, Alison. "The relationship between business incubator services and the psychological capital of tenants." Thesis, Federation University Australia, 2019. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/173755.
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Business incubators (BI) provide a supportive environment for new tenant businesses to grow to independence. Incubators offer characteristic services including (a) space, physical resources, and infrastructure; (b) business support services, (c) networking; and, (d) structured selection, entry, and exit. Despite the global growth in incubator facilities, complemented by extensive research, knowledge gaps remain. Little research has examined the relationship between the characteristic services at incubators and tenants’ psychological capital; a higher-order construct representing an individual’s positive psychological state of development that includes hope, efficacy, resilience, and optimism. Preliminary examination of the characteristic services at business incubators show analogies with interventions for developing psychological capital. Two research studies were designed to examine these relationships. In the first study, survey (n = 30) and interview data (n = 12) were collected from incubator tenants to examine the existence of a relationship between the four characteristic services at business incubators and tenants’ psychological capital, their hope, efficacy, resilience, and optimism. The survey data confirmed the existence of a relationship between three incubator services – space, physical resources, and infrastructure, business support services, and networking – and tenants’ psychological capital. Tenants’ narrative experiences confirmed that these same three incubator services support tenants’ hope, efficacy, resilience, and optimism. This finding implies that the three incubator services contribute to, and augment tenants’ positive psychological states, which is then manifest in their positive behaviours and attitudes towards their business. To further elucidate these relationships a second study was conducted. Data from surveys (n = 75) and interviews (n = 28) with incubators managers also confirmed that space, physical resources, and infrastructure, business support services, and networking were analogous with methods that support tenants’ hope, efficacy, resilience, and optimism. These findings infer that incubator managers are not only instrumental in delivering these three characteristic services at incubators but are integral in optimising these services to benefit tenants’ hope, efficacy, resilience, and optimism. This current research provides robust evidence that three characteristic services at incubators are associated with tenants’ psychological capital, hope, efficacy, resilience, and optimism. These research findings are novel, and the implications for the incubator industry wide-ranging, with evidence indicating that the three characteristic services at incubators are analogous with interventions that support tenants’ psychological capital, and that incubator staff are integral to the delivery of these characteristic services. New directions for the incubator industry are proposed that include establishing a consistent approach to delivering the characteristic services at incubators that support incubator tenants’ businesses, and their positive psychological development.Doctor of Philosophy
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Dingaan, Stellin Auburn. "The relationship between psychological capital and employee well-being among primary school teachers." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14278.
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This treatise examined the relationship between psychological capital (PsyCap) and employee well-being (EWB) and its sub-dimensions among primary school teachers. Self-efficacy, hope, resilience and optimism were examined as sub-dimensions of PsyCap. Positive and negative affect were used as dimensions of EWB. A sample (n = 104) was drawn from primary school teachers employed by the Western Cape Education Department (WCED) - West Coast District (WCD). Convenience sampling was used in a cross-sectional design. A composite questionnaire was used to collect data. Statistical Package for Social Science (SPSS) Version 23 was used to analyse data. Cronbach’s coefficient alphas for all variables were above 0.60 except for the optimism variable (0.47). Results indicated a significant moderate relationship between PsyCap and EWB (r = 0.56, p<0.01). Limitations of the study included: common method variance may affect results due to the use of self-report measures and results cannot be generalised to other settings. Future studies could focus on the factors influencing the significant difference between age and self-efficacy among primary school teachers in South Africa.
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CHOU, SHIH-FAN, and 周仕釩. "Psychological Contract and Employees’ Well-Being: Moderation by Psychological Capital." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/63488696181200902107.
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碩士國立高雄師範大學
人力與知識管理研究所
104
Atypical employment will be the major type of the employments in Taiwan in the future, and full-time employees will be less and less. To keep the competitiveness of the enterprise, human capital is going to be an important resource. However, employees’ well-being, the most vital factor of all, decides the strength of human capital. In order to enhance employees’ well-being, employees’ psychological contract was considered as one primary factor by this study. Employees will establish psychological contract after getting work, at the same time, the existing psychological capital of employees’ could affect employees’ well-being as well. Besides, the one purpose of this study was to find that if the vital role, employees’ psychological capital, moderates the relationship between employees’ psychological contract and well-being or not. To achieve the purpose, we collected 90 valuable samples through cyber questionnaires, and then using Kruskal-Wallis test to analysis the variance and utilizing multi-hierarchical regression to analysis those effects. This research found that developed psychological contract positively affected employees’ well-being, and so did psychological capital. Furthermore, psychological capital strengthened the relationship between developed psychological contract and employees’ well-being. Suggestions and recommend for further researches were thus discussed.
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TSAI, YU-TZU, and 蔡育諮. "Work Resources, Psychological Contract, Positive Psychological Capital and Work Family Conflict." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/qvcpmm.
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碩士國立高雄師範大學
人力與知識管理研究所
106
This study focuses on the relationships among work resources, psychological contract, work family conflict (WFC) and positive psychological capital. The sample contains the formal government employee and the teachers of Kaohsiung city government. In this research, we collected data by questionnaires. A total of 300 questionnaires were issued, and 277 valid questionnaires were retrieved. The questionnaires data for statistic analysis by SPSS 24.0 and the results are as follows: (1) Work resources were related to reduce WFC; (2) Work resources enhanced relational psychological contract; (3) Transactional psychological contract enhanced WFC but relational psychological contract reduced WFC; (4) Relational psychological contract mediated the relationship between work resources and WFC; (5) Positive psychological capital reduced WFC; (6) Positive psychological capital moderated the relationship between transactional psychological contract and WFC. According to the above results, this study provided some academic and practical suggestions.
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Lopes, Joana Filipa Francisco. "Team Psychological Capital: Comparative Psychometric Study of Two Versions of the Psychological Capital Questionnaire (24 and 12 items)." Master's thesis, 2021. http://hdl.handle.net/10316/96487.
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Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da EducaçãoO mundo globalizado e competitivo coloca uma forte pressão nas organizações para serem cada vez mais rápidas, flexíveis e inovadoras. Para tal, assume particular relevância o conceito de Comportamento Organizacional Positivo (POB) e, em concreto, o capital psicológico (PsyCap) ao nível da equipa. Na verdade, as equipas são cada vez mais percecionadas como críticas para o sucesso organizacional e, por isso, é de extrema importância estudar o capital psicológico ao nível da equipa. Avaliar os níveis de capital psicológico e/ou as dimensões que compõem o construto (autoeficácia, resiliência, esperança e otimismo) e entender como os promover pode proporcionar às organizações importantes vantagens. O instrumento de medição mais comum do PsyCap é o Questionário de Capital Psicológico (PCQ), que oferece uma versão de 24 itens e uma versão reduzida de 12 itens. Assim, o nosso objetivo é avaliar as qualidades psicométricas de cada uma das versões da escala, bem como comparar os construtos extraídos e verificar como se correlacionam entre eles, no contexto português. Neste sentido, foram realizadas Análises Fatoriais Confirmatórias para testar a estrutura correlacionada de quatro fatores e a estrutura de quatro fatores com a de segunda ordem em ambas as escalas. Numa segunda etapa, foi analisada a correlação entre os construtos das duas versões. Os resultados confirmam os dois modelos concorrentes para as duas versões: uma estrutura de quatro fatores e o PsyCap enquanto um construto de ordem superior. Adicionalmente, verificou-se uma elevada correlação entre os construtos de ambas as escalas, concluindo que ambas medem o PsyCap com um alto grau de sobreposição, com vantagens práticas no recurso à versão curta da escala.
The globalized and competitive world puts pressure on organizations to be increasingly faster, flexible, and innovative. To this end, the concept of Positive Organizational Behaviour (POB) and, in specific, team psychological capital (PsyCap), is particularly relevant. Indeed, teams are increasingly assumed as critical to organizational success, so it is of great importance the study of psychological capital at the team level. Assessing the levels of psychological capital and/or the dimensions that compound the construct (self-efficacy, resilience, hope and optimism) and understanding how to promote may provide organizations an important advantage. The most common measuring instrument of PsyCap is the Psychological Capital Questionnaire (PCQ), that offers a version of 24 items and a reduced version of 12 items. Thus, our aim is to evaluate the psychometric qualities of each of the scale’s versions, as well as to compare the constructs extracted and see how they correlated between them, in the Portuguese context. For this purpose, Confirmatory Factor Analyses were conducted to test the correlated four-factor structure and a four factor with a second order factor structure of both scales. On a second step the correlation between the constructs of the two versions was analysed. The results confirm the two concurrent models for the two versions: a four-factor structure and the PsyCap as a higher-order construct. Furthermore, it was showed a high correlation between both scales’ constructs, concluding that both measure PsyCap with a very high degree of overlap, with practical advantages in using the short version of the scale.
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Ru, Chang Ting, and 張庭如. "Relationships among Superior's Psychological Capital, Subordinate's Psychological Capital and Change-oriented Organizational Behaviors: The Moderating Effect of LMX." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/11592256530780971823.
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碩士國立高雄應用科技大學
人力資源發展系
99
This study aims to explore the relationship between Supervisor Psychological Capital and Employee Psychological Capital; followed by examine the relationship between psychological capital of subordinates and change-oriented organizational citizenship behaviors relationships; and test whether LMX of subordinate moderate the relationship between subordinate’s psychological capital and supervisor’s psychological capital. In this study, convenience sampling is used and the total of 32 SMEs, 530 questionnaires were distributed, and 508 valid samples were returned. The study found: First, the Supervisor Psychological Capital and subordinate’s Psychological Capital have a significant positive relationship. Second, LMX has a moderation / moderated effect on the relationship of Supervisor Psychological Capital self-efficacy and subordinate’s Psychological Capital self-efficacy, while LMX has no moderated effects on the relationship between hope, optimism, resiliency and subordinates psychological capital. Third, three components of subordinate’s psychological capital self-efficacy, hope, resiliency have significantly positive effects on change organization citizenship behavior, while optimism has no effect on subordinates psychological capital.
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Amunkete, Simeon Lasarus Nangolo. "Psychological capital in Namibian state-owned enterprises." Thesis, 2015. http://hdl.handle.net/10394/17010.
Full textAbstract:
The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention.
The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study.
The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire.
The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises.
Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises.
The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance.
Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.
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Crozet, Kate. "Toxic leadership, psychological capital and individual outcomes." Thesis, 2020. https://hdl.handle.net/10539/30115.
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A research report submitted in partial fulfilment of the requirements for the degree of
Masters of Arts by Coursework and Research Report in the field of Organisational
Psychology in the Faculty of Humanities, University of the Witwatersrand,
Johannesburg on 17 February 2020.Many studies have investigated the effects of Toxic Leadership (TL) as a form of job stress and have found TL to negatively impact on an employee’s wellbeing. The negative effects of TL can manifest in physiological symptoms such as headaches, increased blood pressure and insomnia, as well as in psychological symptoms such as depression, anxiety, and lowered self-esteem. This study aimed to explore TL and its effects on two individual outcomes: physiological wellbeing and psychological wellbeing. Drawing on Lazarus and Folkman’s Transactional Model of Stress and Coping and Hobfoll’s Conservation of Resources Model, this study also aimed to explore the buffering effect of Psychological Capital (PsyCap) on the relationships between TL and physiological wellbeing and psychological wellbeing. Participants accessed the survey online, and completed five questionnaires, namely; a Self-Developed Demographic Questionnaire, Schmidt’s Toxic Leadership Scale, the Psychological Capital Questionnaire, the Physical Health Questionnaire, and the Hospital Anxiety and Depression Scale. This resulted in a sample of 140 full-time employees from various industries within South Africa. Results of the study indicated that TL was significantly correlated with both physiological wellbeing and psychological wellbeing, and simple regression analyses revealed that TL led to poorer physiological wellbeing and psychological wellbeing. These findings were supported by previous literature and empirical studies. While PsyCap was found to have a positive effect on both physiological wellbeing and psychological wellbeing, it did not have a moderating effect on the relationships between TL and physiological wellbeing and psychological wellbeing. In addition to these findings, limitations of this study, recommendations and direction for future research on this topic and practical recommendations were discussed.
NG (2020)
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Criticos, Nadia. "The relationship between psychological capital and innovation." Thesis, 2020. https://hdl.handle.net/10539/30120.
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A research report submitted in partial fulfilment of the requirements for the degree of Masters by coursework and research report in the field of Organisational Psychology in the faculty of Humanities, University of the Witwatersrand, JohannesburgIn today’s competitive world innovation is an increasingly important factor for an organisation’s survival and effectiveness. However, literature has been limited in determining the psychological processes that underlie employee’s innovative behaviour. Therefore, the current study investigated the relationship between psychological capital, innovative characteristics and innovative behaviour. The sample comprised of 485 employees working in the tourism and automotive industries. The study used a non-experimental cross-sectional design. The results suggested that there were strong positive relationships between psychological capital, innovative characteristics and innovative behaviour.
NG (2020)
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WU, PEI-XUAN, and 吳珮瑄. "The Relationships among College Student’s Parental Career Support, Psychological Capital and Career Hope ─The Mediating Effect of Psychological Capital." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tf4wp8.
Full textAbstract:
碩士國立臺中教育大學
諮商與應用心理學系碩士班
106
The Relationships among College Student’s Parental Career Support, Psychological Capital and Career Hope ─The Mediating Effect of Psychological Capital. Abstract The purposes of this research were to investigate the relationships among college student’s parental career support, psychological capital, and career hope. Participants consisted of 387 college students from each area of Taiwan. The instruments applied in this study included the Parental Career Support Scale, the Psychological Capital Scale, and Career Hope Scale. The research data were analyzed through descriptive statistics, multivariate analysis of variance, product-moment correlation analysis, and structural equation modeling (SEM). The results showed that: (1) the College Students have higher level of parental career support, psychological capital, and career hope. (2) Among students’ parental career support, there are difference between the genders of college student. (3) There were significant correlations among parental career support and psychological capital. There were significant correlations among parental career support and career hope. There were significant correlations among psychological capital and career hope. (4) The positive influence of parental career support disposition on psychological capital is significant. The positive influence of psychological capital disposition on career hope is significant. The parental career support disposition mediated the relationship between positive striving and career hope, and psychological capital mediated the relationship between them. Based on the results of this study, some suggestions for college students, parents, practitioners, and researchers are recommended. Keywords: college students, parental career support, psychological capital, career hope
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Chung, Hsiao-Kang, and 鐘小鋼. "The Relativity between Workplace Spirituality and Psychological Ownership：The Mediating Effect of Psychological Capital." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/67263617232703822147.
Full textAbstract:
碩士國防大學管理學院
運籌管理學系
98
The study had two objectives: to assess the effect of perception of Workplace Spirituality on Psychological Ownership and to test the mediating effect of Psychological Capital on the relationship between Workplace Spirituality and Psychological Ownership. The data was collected from 470 employees of manufacturing, banking and high-tech industry in Taiwan. After establishing the psychometric properties of the scales, hypotheses were tested through statistical analysis of the data. Proposed mediation hypotheses were tested using Baron and Kenny’s recommendations. Results indicated that Workplace Spirituality is positively related to Psychological Ownership. Further, Psychological Capital partially mediated the relationship between Workplace Spirituality and Psychological Ownership. Implications for theory and practice are discussed.
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Chan, Kai-Yen, and 詹凱硯. "The Relationship between Parental Psychological control, Psychological Capital, and Matureness in college students." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/fgzhw2.
Full textAbstract:
碩士國立彰化師範大學
輔導與諮商學系
106
Growing up is a stage that every individual must gone through in lifetime, signifies you’re no longer a teenager, fully developed physically and psychologically, and starting to take responsibility toward yourself and the society. However with the recent phenomenon “Kidult” alongside other researches indicate that parental psychological control inhibits the development of independence and psychological adaptation capacities in teenagers, this study tend to explore the relationship between parental psychological control, psychological capital, and matureness. Using descriptive statistics, t test, one-way ANOVA, and SEM with 301 college students as participants, analyzing the current situation and differences of each constructs, and evaluate the fitness of the parental psychological control, psychological capital, and matureness research model. Results are as followed: 1.The parental psychological control level (PCL) are overly low in college students, in which mothers’ PCL is higher than fathers’. And biological male participants report higher PCL than biological female, also participants from straitened family perceived higher PCL than those family are financially average and above average. 2.College participants report having high level of psychological capitals, in which hope tops the score, followed by optimism, resilience, and self-efficacy. Reports also shows that there are no differences between genders or any other background concept in their psychological capital. 3.Report shows that college participants’ matureness performance are rather medium level, with high level of responsibility and independence thinking, but still half financially rely on parental support. Specifically, biological female’s responsibility level are higher than biological male participants. And the financial independence level are higher in law-business-management department than science-engineering and other department participants. 4.The results doesn’t support the original parental psychological control, psychological capital, and matureness research model. After conducting model modifications, the father model (revised) shows good fitness while mother model (revised) still doesn’t fit the research data. Research results indicate that comparing to parental psychological control, individual’s psychological capital level shows stronger relations and predictions to one’s matureness performance. As a result, adding positive psychological elements into daily life or school courses will not only enrich the psychological adaptation capacities, but also improve individual’s development.
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Lee, Chao Ting, and 李兆定. "The Relationship among Psychological Capital, Grit and Astrology." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/p87htp.
Full textAbstract:
碩士長庚大學
商管專業學院碩士學位學程在職專班經營管理組
104
Astrology has always been a very popular subject. There are many domestic researches in the relationship among astrology and personality traits, leadership and even individual performance. There are also many abroad researches in journals. In these researches, we can’t observe significant influence on astrology in most conclusions. The future trends of human resource are diversification & internationalization. Besides, it is more important to discover and develop talents, in order to build the unique competitiveness of enterprise. We observed that good psychological capital and grits would be one key factor of success in recent studies. This research is aimed at figuring out the effects of astrology on two kinds of traits, psychological capital & grits. We observe no significant influence in all hypothesis after One-Way ANOVA test, the result are as following: 1.There was no significant difference between variable of astrology & the basic Components of psychological capital. 2.There was no significant difference between variable of astrology & the factors of grits. 3.There was no significant difference between variable of astrology & annual salary. Based on the results generated, we hope that we can fix the discrimination in the domain of human resources management (Hire, Development, Alignment, Retention) caused by stereotypes of astrological differences.
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Shu-FenLai and 賴淑芬. "The Relationship among Training, Psychological Capital, and Employee Retention." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/05775665867804385922.
Full textAbstract:
碩士國立成功大學
企業管理學系碩士在職專班
104
The relationships among educational training, individual psychological capital and employee retention were investigated. It was emphasized that to strengthen employee’s tendency to retain by means of enhancing employee’s psychological capital. The data was collected by questionnaires, and the primary object of this study is the R＆D people of high tech industry, which were from five companies in Hsin Chu and Tainan Science Industrial Parks, respectively. The effective questionnaires amounted to two hundred in total. The statistical analysis revealed that educational training satisfaction affects employee’s psychological capital remarkably. The results also indicated that psychological capital showed a positive correlation with employee retention. Also, psychological capital served as an intervening variable between educational training satisfaction and employee retention.
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Lourenço, Filipe do Val. "Psychological capital and grit in football and handball referees." Master's thesis, 2021. http://hdl.handle.net/10071/24212.
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Objective: While there is an increasing interest in the vital role that referees play within sports, their psychological facet has been considerably underresearched. Thus, this study bids to address this gap in the literature by investigating the mediation effect of Grit on the relationship between proactive personality and perceived social support to Psychological Capital (PsyCap) withing the context of football and handball referees.
Design: Cross-sectional study with a non-probabilistic convenience sample of 663 active football and handball referees within the regional, national, and professional categories in June of 2020.
Results: PsyCap was positively associated with grit as was perceived social support to PsyCap. The relationship of perceived social support to PsyCap and the grit mediation of this relationship revealed statistical significance. Proactive personality was positively associated with PsyCap as was with grit. Grit mediation of this relationship did also show statistical significance. Sports refereed moderation show no statistical significance in the analyzed paths.
Conclusion: This study emphasizes the psychological side of refereeing by incorporating PsyCap in the refereeing context of two distinctive sports of football and handball. It incorporates into its research model proactive personality, perceived social support and grit investigating their multiple relationships. It is argued that PsyCap may represent an adequate tool in the sports’ refereeing context and may be of use for recruiting and development purposes.Objetivo: Embora haja um interesse crescente no papel vital que os árbitros desempenham no desporto, a sua faceta psicológica tem sido consideravelmente subestimada. Assim, este estudo pretende abordar esta lacuna na literatura investigando o efeito de mediação de grit na relação entre personalidade proativa e suporte social percebido para com Capital Psicológico (PsyCap) no contexto dos árbitros de futebol e andebol. Design: Estudo transversal com uma amostra não probabilística por conveniência de 663 árbitros ativos de futebol e andebol nas categorias regional, nacional e profissional em junho de 2020. Resultados: O PsyCap apresentou uma associação positiva com o grit, assim como o suporte social percebido para com PsyCap. A relação do suporte social percebido com o PsyCap, e a mediação desta relação por parte do Grit revelaram significância estatística. A personalidade proativa mostrou uma relação positiva com o PsyCap, assim como com o grit. A mediação desta relação pelo grit também revelou significância estatística. A moderação do desporto arbitrado não apresentou significância estatística nas trajetórias investigadas. Conclusão: Este estudo enfatiza a importância da componente psicológica da arbitragem ao incorporar o PsyCap no contexto da arbitragem de dois desportos distintos, o futebol e o andebol. Incorpora no seu modelo a personalidade proativa, o suporte social percebido e o grit investigando os seus múltiplos relacionamentos. Argumenta-se que o PsyCap pode representar uma ferramenta adequada no contexto da arbitragem e pode ser útil para fins de recrutamento e desenvolvimento.
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fen, kuo shu, and 郭淑芬. "Psychological capital,subordinate-superviseor trust and proactive working behavior." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/02162616635489951229.
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碩士高雄師範大學
人力與知識管理研究所
98
In the "public-private partnership" and "officer" of elastic application policies, government departments could never provide all public services by the public service, some of services will be provided by business delegate outsourcing. It has become one of strategies of human application performance management. So the government are facing the test about human quality and service quality . This study is intended to be thought that if the psychological capital and subordinate trust variables can be used to release employing differences on negative emotion, which could impact the performance of the work behavior. The purposes of the research are as follows: first, if the psychological capital can influence subordinate cognitive and emotional trust? Second, if the subordinate cognitive and emotional trust can influence staff work behavior? And whether is the difference between outsourcing contractors and non-contractors. This study uses the questionnaire to study the influences in psychological capital, subordinate trust and proactive working behavior, as government authorities in the future to human resources management measures should be focused on the selection of personnel for psychological capital factors, or to improve the organization and their subordinates interaction and trust to improve staff proactive working behavior, to provide the authorities use human flexible policy of targeting and recommendations. The research of result and suggestion are as follows: 1) Psychological capital directly influence on employees proactive working behavior. 2) The selection and training of staff should pay attention and develop employees psychological capital. 3) Psychological capital and subordinate staff in charge of the trust cannot allure outsourcing contractors to have great proactive working behavior as well as non-outsourcing contractors. 4) Employed optimistic staff may reduce the gap of proactive working behavior between outsourcing contractors and non-outsourcing contractors.
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Chia-NingLin and 林家寧. "High Performance Work Systems, Psychological Capital and Team Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/10053032240736923225.
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碩士國立成功大學
企業管理學系碩博士班
100
The propose of this research is going to investigate how High Performance Work System and Transformational Leadership influence team outcomes by Collective Psychological Capital. Meanwhile, this study tries to exam if support climate moderate the positive relationship between HPWS and Collective Psychological Capital; furthermore we exam goal achievement as another moderate between Psychological Capital and team outcomes. The reach is performed through the questionnaires survey to Taiwan’s local company. We used hierarchical regression as the research method to verify our hypotheses and came to the conclusions as follow: First, the higher degree for HPWS, the more likely collective psychological capital of team member would increase. Second, transformational leadership could increase psychological capital effectively. Third, collective psychological capital could fully or partially mediate the positive relationship between HPWS and team outcomes. Fourth, collective psychological capital could fully or partially mediate the positive relationship between TFL and team outcomes. Fifth, support climate moderates the relationship between HPWS and collective psychological capital. Finally, goal achievement moderates the relationship between collective psychological capital and team outcomes. We hope the results of our research could provide empirical evidences for future studies.
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Tsai, Ya-Wen, and 蔡雅雯. "The relevance between the employee education and psychological capital." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/47r4f5.
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碩士國立中山大學
人力資源管理研究所
107
The management trends are constantly evolving, and talent cultivation is still the focus of enterprises. If enterprises want to maintain unique competitiveness, the development of employees’ psychological capital has gradually taken ad decisive role. The hotel industry is a labor-intensive industry. “Man” and “service” are the hotels’ core. If human resource management could strengthen the psychological capital of employees through education and training, it will benefit the enterprises. This study utilize in-depth interviews and interview HR workers and employees in five-star hotels for exploring the relevance of education and training and psychological capital of employees. This study suggest that education and training enable employees to face and solve problem in a positive attitude, and to improve employees’ satisfaction with work and recognition of company. Therefore, the enterprises should emphasize caring of employees to be important management activity and cultivate the psychological capital of group, and invest in education and training as a direction to retain talents. The benefits of education and training would be developed and it would establish a sustainable competitive advantage.
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"Social capital and psychological stress in post-earthquake Haiti." Tulane University, 2019.
Find full text
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Lee, Guan-Ting, and 李冠霆. "The mediating role of psychological capital in the psychological contract breach and workplace deviant behavior." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/81238530269639480692.
Full textAbstract:
碩士國防大學管理學院
資源管理及決策研究所
97
The goal of this study was to investigate the relationships between psychological contract breach , psychological capital and deviant behavior . We conducted a survery sampling 350 workers from a varied of industries. Date was analyzed by hierarchical regressions and used to test hypotheses . The findings of this study showed that Psycap mediated the relationship between psychological contract breach and deviant behavior . Finally , academic and practical implications were discus in detail .
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Hung, Chun-Wei, and 洪俊偉. "A Study on the Relationship between Tour Guides’ Human Capital and Psychological Capital-the Moderating Effect of Social Capital." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23465110435179828312.
Full textAbstract:
碩士國立金門大學
觀光管理學系
100
To have competitive advantages and a long-term development, firms must strengthen employees’ psychological capital. Additionally, firms should combine management theories with practical knowledge, skills, experiences and employees’ psychological capital to develop employees’ potential, and also increase organizational performance. In the era of intense competitiveness, employees can effectively achieve their goals via the assistance of social capital. In sum, employees’ social capital can be a key to create firms’ competitive advantages. Therefore, this study aims to explore the relationship between human capital and psychological capital, and also to investigate the moderating effect of social capital between human capital and psychological capital. The research targeted on the tour guides on the two tourist islands-Penghu and Kinmen by using survey method to collect sample data with 134 effective returned responses. SPSS hierarchical regression was used to conduct data analysis. Following findings are found: (1) the benefit/welfare system has a significant effect on resiliency; (2) recruitment and education/training have significant effects on employees’ hope and confidence; (3) salary system has a significant effect on optimism; (4) labor-and-employee relationship has a significant effect on hope and confidence. Additionally, social capital has a partial moderating effect on human capital and psychological capital.
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Huang, Po-Hsiang, and 黃柏翔. "The Mediating Effect of Career Capital on the Relationship between Psychological Capital and Career Success." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/60493429128319542542.
Full textAbstract:
碩士國立臺灣師範大學
國際人力資源發展研究所
101
Individuals pursue career success and competitive advantages through exploring and developing unique talents, strengths, and psychological capacities to achieve productive, sustainable outcomes. The purpose of this study was to investigate the mediating effect of career capital on the relationship between psychological capital and career success. Data were collected from 416 recruiters in career fairs on university campus in northern Taiwan through the paper-based questionnaires. The analysis methods included Confirmatory Factor Analysis (CFA) by operating AMOS 18.0, Pearson correlation, and hierarchical regression by using SPSS v18.0 statistical software. The results showed that psychological capital was positively related career success and career capital. Also, career capital was positively related career success. Most importantly, career capital partly mediated the relationship between psychological capital and career success after controlling for gender, age, position, and job tenure. The results of this study contributed to both theoretical and practical fields. Implications and suggestions for future research were discussed in the research.
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Mesquita, Ana Medina da Costa Mota. "Social capital : Social capital and psychological sense of community in the neighborhood - Predicting and preventing." Master's thesis, 2008. http://hdl.handle.net/10400.12/4621.
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Dissertação de Mestrado apresentada ao ISPA - Instituto UniversitárioThis paper focuses on the predictive and preventive aspects of Social Capital in the context of neighborhoods and how that prevention can be done. At the same time, crosses social capital with the concept of Sense of Community, showing their intrinsic relation. The conclusion was that Sense of Community strongly builds up Social Capital and that by enhancing Social Capital it can have a preventive role in many different social and individual situations such as, for example, child development, school drop-out, health, general well-being. Therefore, by preventing problems we can conclude that Social Capital improves life in the neighborhoods.
O artigo apresentado centra-se nos aspectos preditivos e preventivos do Capital Social no contexto da vida em comunidade, e em como essa prevenção pode ser feita. Em simultâneo, cruza o capital social com o conceito de Sentimento Psicológico de Comunidade, demonstrando a sua relação intrínseca. Conclui-se que o Sentimento Psicológico de Comunidade fortalece e ajuda a construir Capital Social, e que ao estimular o Capital Social este pode ter um papel preventivo em diversas situações individuais, como por exemplo, o desenvolvimento de uma criança, abandono escolar, saúde, e bem-estar generalizado. Como tal, podemos concluir que, ao prevenir problemas, o Capital Social promove uma melhor qualidade de vida na comunidade.
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Crudeli, Alessandro. "Workaholics profiles: The role of Psychological Capital and Emotional Intelligence." Master's thesis, 2017. http://hdl.handle.net/10316/81458.
Full textAbstract:
Dissertação de Mestrado em Psicologia do Trabalho, das Organizações e dos Recursos Humanos apresentada à Faculdade de Psicologia e de Ciências da EducaçãoResumoOBJETIVOSNo presente estudo procuramos investigar o capital psicológico e a inteligência emocional enquanto fatores influenciadores na predição de diferentes perfis de workaholism.METODOLOGIAA amostra é composta por 300 colaboradores com situações profissionais diferenciadas a laborar em empresas portuguesas.Os participantes responderam a 3 questionários diferentes, validados de acordo com a sua dimensionalidade e fidelidade: (1) Workaholism Battery (WorkBAT) da autoria de Spence & Robbins (1992); (2) Emotional Intelligence Scale da autoria de Rego et al. (2007); e (3) PsyCap Questionnaire que foi construído pela primeira vez por Luthans, Youssef and Avolio (2007), que foi traduzido e adaptado para o contexto português por Machado (2008)RESULTADOSOs resultados sugerem a existência de uma relação positiva global moderada entre o capital psicológico e o workaholism, tal como entre a inteligência emocional e o workaholism. As dimensões de capital psicológico e de inteligência emocional evidenciaram importância diferenciada na predição nas dimensões do wokaholism. A análise por clusters, relativamente às dimensões do WorkBAT, refletiram os diferentes perfis dos colaboradores fundadas nas abordagens dos autores Spence & Robbins (1992) e Buelens e Poelmans (2004). Encontramos variações de capital psicológico e a inteligência emocional entre os diferentes perfis de workaholism.CONCLUSÕESEncontramos diferenças relativamente ao capital psicológico e à inteligência emocional nos diferentes perfis de workaholism.
AimsThe aim of this study is to assess the relation between Psychological Capital (PC), Emotional Intelligence (EI) and Workaholism.More in detail, the goal of this research is to investigate psychological capital and emotional intelligence as factor with influence in the prediction of different profiles of workaholism.This study intends to investigate psychological capital and emotional intelligence as factor with influence in the prediction of different profiles of workaholism.MethodologyThe sample is composed by 300 employees with different professional situations in Portuguese companies. Participants answered to three different questionnaires, validated attending to its dimensionality and reliability: (1) Workaholism Battery (WorkBAT) proposed by Spence & Robbins (1992); (2) Emotional Intelligence Scale, proposed by Rego et al. (2007); and (3) PsyCap Questionnaire, developed the first time by Luthans, Youssef and Avolio (2007), and translated and adapted to the Portuguese context by Machado (2008).ResultsThe results suggested the existence of a moderate positive global relationship between psychological capital and workaholism, and between emotional intelligence and workaholism. Dimensions of psychological capital and emotional intelligence had different importance in the prediction of workaholism’s dimensions. Cluster analysis to WorkBAT dimensions reproduced the different profiles of employees based in the Spence and Robbins (1992) and Buelens and Poelmans (2004) approaches. Psychological Capital and Emotional Intelligence varied between workaholics profiles.ConclusionDifferences in terms of Psychological Capital and Emotional Intelligence were found in the different workaholics profiles.
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Huang, Ling-chi, and 黃鈴琪. "The study on Leader-member relational identity and Psychological well-being between affective commitment：Adjustment Psychological Capital." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/k7uc87.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
103
As economy is developing and expanding fast, technological advances change, Organizational management model has been different compared to the past. Business and organizational management, leadership is an important concept of organizational behavior, It is an important force in the organization activities link between people. Now companies focus on building relationships between people, training and maintenance, Employees feel happy or willing to fight in the organization, it depends on the leadership style of the leader is important. The main purpose of this study to explore： The study on Leader-member relational identity and Psychological well-being between affective commitment：Adjustment Psychological Capital. The quantity of overall questionnaires is 381 and the effective questionnaires is 334. The results showed that 1.Vertical relationship finds emotional sharing and care has a significant positive impact on the return of psychological well-being；2. The vertical relationship finds emotional sharing and care in return for affective commitment has a significant positive effect；3. The vertical relationship psychological capital for identification and emotional commitments intermediary role.
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Kesari, Serena. "Occupational stress, psychological capital, happiness and turnover intentions among teachers." Thesis, 2013. http://hdl.handle.net/10413/9467.
Full textAbstract:
The occupational field of teaching is under attack as it faces high turnover rates– ultimately resulting in a weakening of the educational system. The present study is rooted in Fredrickson‟s Broaden and Build theory and aimed to examine the relationship between occupational stress, psychological capital, happiness and turnover intentions among teachers. Studies have found that positive emotions (psychological capital or happiness) can alleviate turnover intentions among teachers. A quantitative research design was used to collect data. The study took the form of a cross sectional survey design with a random sample (N-140) of teachers from 7 different schools in the Durban, Kwazulu Natal region. The data was collected with the use of five questionnaires. These included a biographical questionnaire, Teacher Stress Inventory, Psychological Capital Questionnaire, Orientation to Happiness Scale and the Turnover Intention Scale. Data analysis included descriptive and inferential statistics which was conducted on the statistical program SPSS 18. The results were as follows: firstly, the teachers in this study reported general work stress (poor organisational management, role ambiguity and job satisfaction) and task stress to be the principle stressors in their occupational field. Secondly, the teachers in the present study reported experiencing positive emotions such as pleasure, meaning and engagement. Third, practically and statistically significant relationships were found between work related stress and task stress, PsyCap and pleasure and meaning, PsyCap and engagement, PsyCap and turnover intentions and between pleasure and meaning and engagement. From the above relationships, it can be seen that PsyCap promotes positive experiences in stressful occupational environments. Hence, the lack of PsyCap has the potential to exacerbate the experience of turnover intentions amongst teachers. Lastly, the results confirmed that psychological capital is a predictor of pleasure and meaning amongst teachers despite their stressful occupational field. Thus, the results showed that positive emotions and psychological capital may have the potential to alleviate turnover intentions amongst teachers. The present study is limited in the following ways: First, is the poor response rate (65%), thus reducing the sample size to 91. Second, this study used a cross-sectional research design as opposed to a longitudinal research design. Therefore, the results of this study cannot determine causality between the variables. Lastly, the data came from self-reported questionnaires, this can affect the reliability and validity of the data. As the participants may have answered the questions to reflect more socially acceptable responses. Although this study has limitations it acts as a starting point for research on the positive psychological perspective on the constructs occupational stress, PsyCap, happiness and turnover intentions. Specifically, future studies should focus on examining and developing hope optimism and self-efficacy amongst teachers as the present study found that the above three constructs of PsyCap contributed to positive emotions such as engagement amongst teachers. An improved understanding of the above constructs is a step toward alleviating turnover intentions amongst teachers and possibly other occupational fields.Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.
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"Validation of measurement of psychological capital in the Chinese setting." 2013. http://library.cuhk.edu.hk/record=b5884538.
Full textAbstract:
Ngan, Hoi Yee Meko.Thesis (M.Phil.)--Chinese University of Hong Kong, 2013.
Includes bibliographical references (leaves 50-60).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstracts also in Chinese.
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Chang, Chiao-Hui, and 張喬惠. "The Relationships among Psychological Contract, Psychology Capital, Gratitude, and Burnout." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/09467590810561482859.
Full textAbstract:
碩士輔仁大學
國際經營管理碩士學位學程
102
This study focuses on the relationships among Transactional Psychological Contract, Relational Psychological Contract, Psychology Capital, Gratitude, and Burnout. The valid sample is 406.SEM with LISREL computer program was used to distinguish five competitive models in this research¸ and found the paths influence in Transactional Psychological Contract, Relational Psychological Contract, Psychology Capital, Gratitude, and Burnout. The results are as follows: (1) higher transactional psychological contract has higher burnout; (2) higher relational psychological contract has lower burnout; (3) transactional psychological contract has no significantly influences on gratitude; (4) higher relational psychological contract has higher gratitude; (5) higher gratitude has lower burnout; (6) higher psychology capital has higher gratitude; (7) higher transactional psychological contract has lower psychology capital; (8) higher relational psychological contract has higher psychology capital. The aim of this paper is thus to summarize literature on these factors explaining the relationship between positive psychology and burnout, and then to build a model discussing in more depth.
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Chang, Chiao-Fu, and 張喬復. "Mindfulness and Spiritual Leadership to Influence Psychological Capital in Organizations." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/00058944841747163642.
Full textAbstract:
碩士國立雲林科技大學
企業管理系碩士班
97
It is believed that the psychological capital development of employees should take place in a way other than traditional training manners. Since “mindfulness” and “spiritual leadership”, two techniques applied to inspire the internal mental state of individuals and to create team environment, are considered capable of practicing direct and profound influence on the “psychological capital” that originates from the same psychological field, the study took these two techniques as the main tools to review employees’ “psychological capital”. Besides, the study also investigated whether the demographic variables, such as “age”, “gender”, “position”, “length of service” and “education level”, would cause any interference or effects on the whole research structure. For this reason, the study involved “mindfulness” and “spiritual leadership” as the independent variables, “psychological capital” as dependent variable, and “age”, “length of service”, “position”, “gender” as well as “education level” as disturbing variables. It finally applied scales and questionnaires to complete the data statistics and analysis. From quantitative experiments, the study drew some important conclusions: (1) an obvious correlation was found between mindfulness, spiritual leadership and the “self-efficacy” capacity in psychological capital; (2) an obvious correlation was found between mindfulness, spiritual leadership and the “hope” capacity in psychological capital;(3) an obvious correlation was found between mindfulness, spiritual leadership and the “optimism” capacity in psychological capital; (4) an obvious correlation was found between mindfulness, spiritual leadership and the “resilience” capacity in psychological capital;(5) the interaction of “length of service” and spiritual leadership presented a significantly positive correlation with the “optimism” of psychological capital;(6) the interaction of “position” and spiritual leadership presented a significantly positive correlation with the “hope” of psychological capital; (7) the interaction of “age” and spiritual leadership presented a significantly positive correlation with the “hope” of psychological capital; (8) the interaction between “education level” and spiritual leadership showed a negative correlation with the “resilience” and “hope” in psychological capital. The results indicated that “mindfulness” and “spiritual leadership” are helpful to the improvement of employees’ “psychological capital”. As “psychological capital” is gradually becoming an important factor in organization management, “mindfulness” and “spiritual leadership” have turned out to be the choices for an organization to foster its human resources and provide education training. Both of them can serve as a reference for its future planning on education training programs. As indicated by the analysis of demographic variables, “length of service”, “age”, “position” and “education level” caused obvious interference respectively to the different components of “psychological capital”. The organization manager can make good use of these positive or negative disturbing variables, and adjust or draw up appropriate plans, thus enhancing the positive disturbing effects and at the same time alleviating the negative effects caused by those disturbing variables.
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CHEN, TING-HO, and 陳廷赫. "TPB, Entrepreneurial Psychological Capital, and Entrepreneurial Intention: An Integrated Perspective." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/95239758894341304738.
Full textAbstract:
碩士國立臺北大學
企業管理學系
104
According to entrepreneurship literature, there are few essays apply the theory of planned behavior as foundation for discussing entrepreneurial intention. Some essays indicate that subjective norms exhibit a directly positive association with entrepreneurial intentions. However, other scholars found that subjective norms would not exert its influence on entrepreneurial intentions. Therefore, this study will investigate the relationship between subjective norms and entrepreneurial intentions. This study integrates the theory of planned behavior and entrepreneurial psychological capital to investigate these effects on entrepreneurial intentions. It is mainly to discuss the effects of the relationship between entrepreneurial psychological capital and the theory of planned behavior, as well as then to exam the influence on entrepreneurial intention. A sample of 372 valid questionnaires was collected from entrepreneurial training-course participants in Taiwan. Confirmatory factor analysis (CFA) is adopted to examine the reliability and validity of measurement. And the study uses regression analysis to verify the hypotheses. The results of the study found that: (1) Attitude, perceived behavioral control and entrepreneurial psychological capital have direct and positive effects on entrepreneurial intentions. (2) Subjective norms affects entrepreneurial intentions through attitude, perceived behavioral control and entrepreneurial psychological capital. (3) Psychological capital affects entrepreneurial intentions through attitude and perceived behavioral control.
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Tsai, Hsing-Yi, and 蔡幸倚. "Can Psychological Capital Decrease Work Stress and Increase Job Satisfaction?" Thesis, 2014. http://ndltd.ncl.edu.tw/handle/36299894574466215008.
Full textAbstract:
碩士中華大學
企業管理學系碩士班
102
With societies and industries changing rapidly, people are under great stress. Stress can cause physical, emotional and relationship issues. Research has shown that work stress is associated with soaring health-care costs. Physical and psychological symptoms of stress are known to include coronary heart disease, ulcers, substance abuse and anxiety, which all significantly impact on the lives of individuals and their families. Generally speaking, workplace stressors may be related to heavy workload, poor work conditions, urgent deadlines, endless emails, time pressures, unclear work roles, interpersonal conflict, demanding boss, overwhelming job demands, role conflict. Work stress can have costly impacts for organizations. The negative effects of work stress include impaired staff morale, poor employee performance, absenteeism, turnover, industrial accidents, alcohol and drug use, and purposefully destructive behaviors. In 2000, when Seligman and Csikszentmihalyi edited a special issue of American Psychologist devoted to positive psychology, they claimed that psychology was not producing enough “knowledge of what makes life worth living” (p. 5). Since then, positive psychology has begun to receive considerable attention within academia. One promising stream of research within this general trend has been the focus on psychological capital (PysCap) within organizations and the workplace. Avey et al. (2009) suggested that PsyCap can be a critical factor to combat stress and found a significant negative relationship. That is, PsyCap act as “stress buffer” to alleviate the negative impacts of the stressors and its outcomes – employee dissatisfaction. This study employs a survey method with an aim to collect 600 questionnaires. Results showed that PsyCap has a negative relationship with stressors and positive relationship with job satisfaction.
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Barata, Maria Luís Dias Amaral. "Exploring psychological capital and burnout in the context of change." Master's thesis, 2016. http://hdl.handle.net/10071/13711.
Full textAbstract:
This project consists on a proposal in a business capacity regarding its perspective on Human
Resources Management and Positive Organisational Change.
This work intends to understand how different changes levels impact employees.
It was assessed if there are any differences regarding Emotional Exhaustion, Pathways’
Capability and Self-Efficacy in the context of organisational environment of change.
The sample consisted in 57 Human Resources employees, of a Company that operates in the
Financial Sector and it was used various methodologies. Concerning qualitative methods,
observation, document analysis and interviews where performed. Concerning quantitative
methods, a questionnaire was applied, utilizing the MBI and PCQ-24 instruments. Further, it
was gathered, within the Department, two areas that have suffered major changes comparing to
other areas.
We were able to verify that employees in a context of environments of high change in Company
N show higher levels of Emotional Exhaustion and lower levels of Pathways’ Capability and
Self-Efficacy. Thus, employees in a context of a reduced change environment show less
Emotional Exhaustion and higher values of Pathways’ Capability and Self-Efficacy.
Therefore, this work recommends that in the processes of Organisational Change it is necessary
to have in consideration the different amount of change across Departments and areas. Some
employees will be more exposed to difficult circumstances. Thus, creating awareness for the
importance of HR support change programmes. Raising PsyCap levels ensures a more Positive
Organisational Change and general well-being. Therefore, a PCI Intervention is proposed to be
delivered.Este projeto consiste numa proposta para o contexto empresarial, tendo em conta a perspetiva da Gestão de Recursos Humanos e a Mudança Organizacional Positiva. Este trabalho pretende compreender, em que medida a diferença de quantidade de mudança sofrida impacta os colaboradores de uma empresa. Querendo assim avaliar se existe alguma diferença no que toca à Exaustão Emocional, à capacidade de criar novas soluções e caminhos e a Autoeficácia, em ambientes de mudança. A amostra consistiu em 57 trabalhadores da área de Recursos Humanos, de uma empresa do sector financeiro. Este trabalho utilizou uma metodologia mista. Quanto aos métodos qualitativos, recorreu-se à observação, análise documental e a entrevistas. Quanto a métodos quantitativos, foi feito um questionário utilizando as escalas de MBI e PCQ-24. Depois, dentro do departamento, procedeu-se à análise, reunindo duas áreas que sofreram maior mudança e comparando-as com as outras, que não sofreram tanta mudança. Foi possível verificar que colaboradores da empresa N, em contexto de elevada mudança revelaram maior nível de Exaustão Emocional e revelaram menores níveis de capacidade de encontrar soluções e vias, bem como menor Autoeficácia. Os colaboradores que sofreram menores processos de mudança, revelaram menor exaustão emocional e maiores níveis de capacidade de encontrar soluções, bem como maior nível de autoeficácia. Este projeto, alerta para o facto de em processos de mudança organizacional ser necessário ter em consideração a diferença na quantidade e intensidade dos processos de mudança, em todos os departamentos e em todas as áreas. Visto que, alguns colaboradores estarão expostos a situações de maior dificuldade e mais desafiantes. É importante que os Recursos Humanos consigam criar programas de apoio e suporte à mudança. Desenvolver o nível de PsyCap pode assegurar uma mudança organizacional positiva e um maior bem-estar. Assim, propomos a realização de uma intervenção através da formação PCI
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Jung, Su Ta, and 蘇達融. "The effect of Organizational Similarity on Psychological Capital of Salesperson." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/80274718583716205281.
Full textAbstract:
碩士東海大學
國際經營與貿易學系
103
This study has two purposes. The first is to determine whether the organizational similarity impact on psychological capital of salesperson. The second purpose is to examine whether the psychological capital of salesperson impact on employee performance and turnover intention. Data from 81 salespeople in northern, central and southern Taiwan was collected. The results show that company similarity has positive impacts on psychological capital of salesperson, psychological capital of salesperson has positive impacts on employee performance, and psychological capital of salesperson has negative impacts on turnover intention, but superior similarity has no significant effect on psychological capital of salesperson. Finally, the limitations of the study and implications of its findings are discussed.
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LIAO, SHIH-PEI, and 廖時旆. "The Relationship of Achievement Goal, Psychological Capital and Athletic Burnout." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/47199699599311231779.
Full textAbstract:
碩士國立臺北教育大學
體育學系碩士班
104
This study aimed to explore the relationship of achievement goal, psychological capital, and athletic burnout among the 450 athletes of Division I varsity athletic teams in Taiwan. Out of the 450 questionnaires that were sent to the participants, 364 valid ones were returned. Among the 364 participants, there were 170 males and 194 females, average age between 19.49 and 20.59. The research data required for this study were collected through the Task and Ego Orientation in Sport Questionnaire (TEOSQ), Perceived Motivational Climate in Sport Questionnaire (PMCSQ), Psychological Capital Questionnaire (PCQ), and Athlete Burnout Questionnaire (ABQ), and were further analyzed through two-stage clustering and ANOVA. The major findings were summarized as follows: (1) Achievement goal/ psychological capital could be classified into four clusters, including mid goal orientation/ high ego-involving climate/ high psychological capital (Cluster 1), mid-low goal orientation/ mid-low ego-involving climate/ mid psychological capital (Cluster 2), high goal orientation/ high task-involving climate/ high psychological capital (Cluster 3), and low goal orientation/ low task-involving climate/ low psychological capital (Cluster 4). (2) Athlete Burnout Questionnaire’s score from high to below is Cluster 1、Cluster4、Cluster2 and Cluster3。
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"Burnout and Psychological Capital in Rural Critical Access Hospital Nurses." Doctoral diss., 2019. http://hdl.handle.net/2286/R.I.53662.
Full textAbstract:
abstract: Job burnout, a prolonged reaction to job stress, includes mental and physical aspects of exhaustion related to professional work life. Linked to individual health-related problems, decreased job satisfaction, poor organizational commitment, and higher turnover, burnout poses a problem for both employees and organizations. The nursing profession identifies the prevalence of burnout and the resulting harmful effects in many settings, yet until now, rural critical access hospital settings have not been considered. To build and maintain a competent, healthy rural nursing workforce that responds innovatively to growing healthcare needs, it is important to examine burnout levels in rural nurses and to identify factors that might be associated with mitigating burnout.
This study focuses on how psychological capital, socio-demographic and organizational work-related factors are associated with burnout in this population. This cross-sectional, descriptive correlational study employed the Maslach Burnout Inventory for Health Professionals, the Psychological Capital Questionnaire, and a sociodemographic questionnaire assessing individual and organizational work-related factors as self-report tools. Descriptive statistics, correlations, and regression analyses were performed to assess aspects of the nurses’ work environment, while describing the relationships among the variables.Means and standard deviations were examined across key variables and compared to reports from other studies. Hypotheses predicted psychological capital would be associated with burnout (negatively associated with emotional exhaustion and depersonalization, positively associated with personal accomplishment), and that individual sociodemographic and organizational work-related factors would also be associated with BO. It was further hypothesized that PsyCap would moderate the relationship between work-related factors and BO.
Maslach Burnout Inventory results reveal similar findings to those in the global sample. However, levels of emotional exhaustion and professional accomplishment were greater in our rural nurse sample compared to published values. Higher levels of psychological capital were found to be related to decreases in depersonalization and correlated to greater professional accomplishment. Psychological capital was not found to moderate associations within this study. Intent to stay more than one year had a strong, negative correlation with emotional exhaustion. The findings suggest burnout in this sample resembles that of the global problem and sets a baseline from which psychological capital trainings may be built.Dissertation/Thesis
Doctoral Dissertation Nursing and Healthcare Innovation 2019
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Lin, Po Chen, and 林柏辰. "The Relationships among Psychological Capital, Employee Engagement, Grit, and Compensation." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/qvkzcc.
Full textAbstract:
碩士長庚大學
商管專業學院碩士學位學程在職專班經營管理組
106
This study investigated the relationship between psychological capital, employee engagement, grit, and compensation, as well as potential interference effects among these dimensions, to inform employee recruitment and retention in business organizations. The study participants were workers in Taiwan, and data were collected using questionnaires. A total of 484 valid samples were collected. The findings are as follows. Psychological capital and compensation were positively and significantly correlated; employee engagement and compensation were positively and significantly correlated; employee engagement had a positive interference effect on the relationship between psychological capital and compensation; the interest dimension of grit did not have a positive interference effect on the relationship between psychological capital and compensation; the endurance dimension of grit had a positive interference effect on the relationship between psychological capital and compensation; the interest dimension of grit did not have a positive interference effect on the relationship between employee engagement and compensation; and the endurance dimension of grit had a positive interference effect on the relationship between employee engagement and compensation. No significant differences were observed between employed and unemployed individuals among all variables. This study suggests that in addition to considering the functions required for the job, when the enterprise organization selects employees or retains talents, grit, engagement, and psychological capital are key traits that should be considered when hiring employees. No significant differences were observed between employed and unemployed individuals among all variables , so that talents can adapt to the situation and create a win-win situation with the company.
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Lin, Ming, and 林敏. "The Study of the Relationship between Psychological Capital and Subjective Well-Being- The Human Capital and Social Capital as the Moderators." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/54489019487009734149.
Full textAbstract:
碩士國防大學管理學院
運籌管理學系
100
“The sense of Well-Being” related to the aspects of social welfare has gradually been taken seriously around the world, albeit the pace of economic growth, such as the gross domestic product (GDP), are considered as a primary indicator to realize an overall development of a nation. Thus, the rate of economic growth cannot be regarded as a dominant basis to achieve the fully development of a nation anymore. Let’s take Taiwan as an example：although the average annual income for Taiwanese has been advanced significantly from 11,821 to 16,432 US dollars since 2001, the sense of Well-Being of Taiwanese people has not been increased in proportion to this high level of economic booms. Hence, every one living in Taiwan who wants to need more happiness and satisfaction which cannot be afforded just by the material level should find out an appropriate method to improve their quality of life. In view of the above, this research used Luthans(2004) point of view－ “Positive psychological capital is beyond human capital (what you know) and social capital (who you know)” as my core theoretical basis to identify the correlation between psychological capital and the subjective sense of Well-Being; to discover the relationship among human capital owned by individuals, the interfering with psychological capital and social capital and the subjective sense of Well-being. As for the empirical case, I chose commissioned officers and non-commissioned officers from the fifth level of the maintenance unit as the research objects. The information is available through the analysis with SPSS statistical software and descriptive statistics, factor, reliability, Pearson and regression analysis. According to the research methods that I adopted on the above, I found that the correlation between the confidence (optimism) of psychological capital and the subjective sense of Well-Being is positive. The other findings of mine in interface were ：(1) if one man has more human capital than before, the positive correlation between the optimism of psychological capital and subjective sense of Well-Being of the statistical analysis is quite significant, but (2) if one man has more human capital than he before the positive correlation between the confidence of psychological capital and subjective sense of Well-Being of the statistical analysis is not significant and (3) if one man has more human capital than before, the correlation between the confidence (optimism) of psychological capital and subjective sense of Well-Being of the statistical analysis is not significant either. All in all, base on these findings, I gave some academic suggestions for possible future research activity that focus on this issue.