Psychological Capital Theory: Toward a Positive Holistic Model

The study aims to analyze the relationship between the psychological capital and enterprise performance of the entrepreneurs and provide direction for the optimization of regional economic development and talent introduction mechanism. First, the theoretical basis is established from regional economic development, innovative talent introduction, and individual psychological capital theory, according to which the questionnaire survey is designed, and four dimensions of self-efficacy (C), wish (W), toughness (T), and optimism (O) are selected to set the questions on psychological capital and innovation performance. Then, following statistical analysis, the characteristics of the new ventures are revealed. Finally, based on the empirical research model, the hypotheses are put forward based on psychological capital and its four subdimensions, and the relationship between the efficacy of the psychological capital and the performance of new ventures of the entrepreneurs is revealed through regression analysis. The results show that the proportion of the computer and education industry in the new ventures reaches 67.7%, and the proportion of enterprises with 1–5 entrepreneurial years reaches 78%. Meanwhile, the proportion of first-time entrepreneurship is 60.5%, and the proportion of entrepreneurs motivated by their ideal reaches 35.8%. The new entrepreneurs have a good grasp of the market situation, and the overall operation condition is stable. Most of them originate from micro and small enterprises (MSE). Psychological capital has a great influence on individual entrepreneurship. The empirical results show that the psychological capital of entrepreneurs has a positive effect on the performance of new ventures. Except for the subdimension of O, the other three subdimensions (C, T, and W) of psychological capital have a positive effect on the performance of new ventures, and psychological capital as a whole has the greatest impact. The results provide a reference for the relationship between the performance improvement of new ventures and regional economic development.

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Human capital study: experience of empirical testing of complex tools

Siberian Socium ◽

10.21684/2587-8484-2020-4-3-8-32 ◽

2020 ◽

Vol 4 (3) ◽

pp. 8-32

Author(s):

Gulnara F. Romashkina ◽

Vladimir A. Davydenko ◽

Elena V. Andrianova ◽

Marina V. Khudyakova ◽

Irina F. Pecherkina

Keyword(s):

Social Capital ◽

Human Capital ◽

Social Exchange ◽

Psychological Capital ◽

Level Structure ◽

Well Being ◽

Russian Language ◽

Capital Theory ◽

Definition Of ◽

The Russian Language

This article approbates the Russian-language version of an interdisciplinary toolkit for human capital resources research. The Russian-language toolkit for measuring systematically organized human resources, which are consistent with social capital theory and intensively developing typology of psychological capital resources in the version of A. Moses, F. Lutens and V. Avoglio, is verified for the first time, determining the article’s scientific novelty. The toolkit has a two-level structure: general (external to the organization) and specific (internal) resources. Contemporary human capital theory assumes that people have different knowledge, skills, and abilities that can be successfully applied in solving work problems. The definition of social capital includes the concepts of trust, embeddedness, social support, and social exchange. The definition of psychological capital integrates four sub-indices: efficiency (based on trust and confidence), hope, optimism, and resilience. The empirical basis of the study includes the results of a mass sociological survey (N = 1 261). The sample represents the working population of the Tyumen Region 18 over years old (as of 2020). This has required using the methods of correlation and factor analysis. The results show the interrelationships and latent factors of the multidimensional construction of human, social and psychological capital in connection with concepts of trust and social well-being. The authors have identified the features of the Russian structure of human capital. The confidence in self-efficiency, as well as self-reliance, resilience, optimism, and belief in being in demand at work most strongly explain the variations in human capital in the Russian case. Thus, psychological capital is built into the concept of labor motivation, since it reflects willingness to work systematically, as well as employees’ perception of their socio-psychological characteristics, optimal to perform current and strategic work tasks. The social capital builds up in a multidimensional structure, when generalized trust and the strength of social contacts at work are almost orthogonal to each other.

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The Influence of Entrepreneurial Education and Psychological Capital on Entrepreneurial Behavior Among College Students

Frontiers in Psychology ◽

10.3389/fpsyg.2021.755479 ◽

2021 ◽

Vol 12 ◽

Author(s):

Jun Cui

Keyword(s):

College Students ◽

Self Efficacy ◽

Psychological Capital ◽

Psychological Effects ◽

Direct Effects ◽

Entrepreneurial Behavior ◽

Entrepreneurial Education ◽

Capital Theory ◽

The Relationship ◽

Practical Implications

This research investigated the influence of entrepreneurial education (EE) on entrepreneurial behavior (EB) through psychological capital (PC). A cross-section survey data of 1,405 college students in China were used to test the proposed hypothesis based on human capital theory and PC literature. The research found that EE had direct effects on EB and on all four sub-constructs (hope, self-efficacy, resilience, and optimism) of PC, and that only self-efficacy positively correlated with EB and mediated the relationship between EE and EB while the other three components of PC did not. These findings contribute to the understanding of both educational and psychological effects on EB. The study also has practical implications for policymakers, managers, and educators in entrepreneurial education.

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Why Does Psychological Capital Foster Subjective and Objective Career Success? The Mediating Role of Career-Specific Resources

Journal of Career Assessment ◽

10.1177/10690727211040053 ◽

2021 ◽

pp. 106907272110400

Author(s):

Simone Kauffeld ◽

Daniel Spurk

Keyword(s):

Career Success ◽

Psychological Capital ◽

Career Planning ◽

Conservation Of Resources ◽

Capital Theory ◽

Protean Career ◽

External Networking ◽

Subjective Career Success ◽

Time Lagged ◽

The Relationship

The present study investigates the relationship of PsyCap with objective and subjective career success. Based on conservation of resources theory (COR Theory) and psychological capital theory (PsyCap Theory), we assume that career-specific resources, in particular protean career attitude, career planning, and internal and external networking, are important mechanisms that mediate the relationship between PsyCap and both outcomes. We tested our assumptions by means of time-lagged path analysis with R and the lavaan package in a sample of 1110 German academic scientists. Our results indicate a positive relationship between PsyCap and career success. However, we found differential effects regarding the assumed mediation for subjective and objective career success. The effect of PsyCap on subjective career success is mediated by protean career attitude and career planning. The effect of PsyCap on objective career success is mediated by external networking. Our results strengthen the research of PsyCap as a predictor of career success. However, the results also imply that the relationship between PsyCap, career-specific resources, and both aspects of career success is more complex than expected.

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The Influence of Spiritual Leadership on Harmonious Passion: A Case Study of the Hotel Industry in China

Frontiers in Psychology ◽

10.3389/fpsyg.2021.730634 ◽

2021 ◽

Vol 12 ◽

Author(s):

Yingda Wang ◽

Yixing Jin ◽

Lin Cheng ◽

Ying Li

Keyword(s):

Intrinsic Motivation ◽

Psychological Capital ◽

Spiritual Leadership ◽

Self Determination Theory ◽

Psychological Needs ◽

Self Determination ◽

Motivation Theory ◽

Spiritual Leaders ◽

Capital Theory ◽

Harmonious Passion

The hotel manager has the responsibility to stimulate the passion of the staff. The vision, hope/faith, and altruistic love advocated by spiritual leaders can meet the independent psychological needs of employees, thus enhancing their harmonious passion. This study is based on self-determination theory, intrinsic motivation theory and psychological capital theory, and explores the relationship between spiritual leadership and employees’ harmonious passion. This study uses 260 employees of star hotels in Beijing, Shanghai, Hangzhou, Hefei, Huangshan, and other cities in China. Results show that spiritual leadership positively impacts employees’ harmonious passion, and calling plays an mediation role between spiritual leadership and employees’ harmonious passion. The results are helpful to clarify the formation mechanism of employees’ harmonious passion from the perspective of self-determination theory, intrinsic motivation theory and psychological capital theory and show that spiritual leadership can drive employees’ harmonious passion, especially when hotel vision and employee calling are consistent. Furthermore, the altruistic love of spiritual leaders for their followers also plays a key role in employee calling and promoting harmonious passion. Therefore, this study also emphasizes the importance of calling in improving the harmonious passion of employees. The theoretical and management implications that help to enhance the harmonious passion of employees are discussed in detail.

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Austrian Capital Theory

10.1017/9781108696012 ◽

2019 ◽

Cited By ~ 9

Author(s):

Peter Lewin ◽

Nicolas Cachanosky

Keyword(s):

Capital Theory ◽

Austrian Capital Theory ◽

Austrian Capital

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Workplace Ostracism and Its Negative Outcomes

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000147 ◽

2016 ◽

Vol 15 (4) ◽

pp. 143-151 ◽

Cited By ~ 17

Author(s):

Xiaoming Zheng ◽

Jun Yang ◽

Hang-Yue Ngo ◽

Xiao-Yu Liu ◽

Wengjuan Jiao

Keyword(s):

Affective Commitment ◽

Psychological Capital ◽

Intention To Leave ◽

Future Research ◽

Conservation Of Resources ◽

Negative Consequences ◽

Negative Outcomes ◽

Workplace Ostracism ◽

Using Data ◽

The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

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