Features of the PCQ
Purpose: Measure Psychological Capital (PsyCap)
Length: 24 items
Average completion time: 10-15 minutes
Target population: Working adults
Uses of the PCQ
- PsyCap assessment and development
- Organizational development
- Personal development
Scales
Hope
Efficacy
Resilience
Optimism
What is PsyCap?
Psychological Capital is defined as:
"an individual's positive psychological state of development and is characterized by: having confidence (self efficacy) to take on and put in the necessary effort to succeed at challenging tasks; making a positive attribution (optimism) about succeeding now and in the future; persevering toward goals and, when necessary, redirecting paths to goals (hope) in order to succeed; and when beset by problems and adversity, sustaining and bouncing back and even beyond (resilience) to attain success."
--Luthans, Youssef & Avolio, Psychological Capital (Oxford University Press, 2007)
Thus, the PsyCap consists of efficacy, optimism, hope and resilience and when combined has been shown to represent a second-order, core factor that predicts performance and satisfaction better than each of the four factors that make it up (Luthans, Avolio, et al., 2007).
Published research on PsyCap has found that it is related to multiple performance outcomes in the workplace, lower employee absenteeism, less employee cynicism and intentions to quit, and higher job satisfaction, commitment, and organizational citizenship behaviors. Research has also found PsyCap can be enhanced by a supportive work climate. In terms of being state-like, PsyCap has been developed by short training sessions in both classroom and field settings and electronically through the internet.
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Psychological Capital and Beyond Fred Luthans, Carolyn M. Youssef-Morgan, and Bruce J. Avolio
Oxford University Press, 2015
- Presents the most comprehensive approach to applying positive-psychology science to workplace applications.
- Explores the roles of the four positive psychology constructs of efficacy, hope, optimism, and resiliency.
- Provides two reliable and valid measures of psychological capital (PsyCap).
- Analyzes return on investment and dollar impact of psychological capital.
- Outlines the practical value of PsyCap in terms of assessment, development, performance, and organizational effectiveness.
- Each copy includes a complimentary PsyCap online self-assessment.
Psychological Capital: An Evidence-Based Positive Approach Fred Luthans and Carolyn M. Youssef-Morgan
Annual Review of Organizational Psychology and Organizational Behavior, 2017. 4:17.1-17.28
- The article first provides the background and precise meaning of PsyCap and then comprehensively reviews its measures, theoretical mechanisms, antecedents and outcomes, levels of analysis, current status and needed research, and finally application. Particular emphasis is given to practical implications, which focuses on PsyCap development, positive leadership, and novel applications such as the use of video games and gamification techniques. The overriding theme throughout is that PsyCap has both scientific, evidence-based rigor and practical relevance.
Positive Psychological Capital (Wikipedia)
Positive psychological capital to help combat the mental health fallout from the pandemic and VUCA environmentFred Luthansa and Julie Dyrdek BroadOrganizational Dynamics 51(2): 100817, April-June 2022.
Journal of Leadership & Organizational Studies
Special Issue: Psychological Capital
Volume 21, Issue 2, May 2014
Meta-Analysis of the Impact of Positive Psychological Capital on Employee Attitudes, Behaviors, and Performance
James B. Avey, Rebecca J. Reichard, Fred Luthans, Ketan H. Mhatre
Human Resource Development Quarterly, vol. 22, no. 2, Summer 2011
The Development and Resulting Performance Impact of Positive Psychological Capital
Fred Luthans, James B. Avey, Bruce J. Avolio, Suzanne J. Peterson
Human Resource Development Quarterly, vol. 21, no. 1, Spring 2010
Positive Psychological Capital: Measurement and Relationship with Performance and Satisfaction
Fred Luthans, Bruce J. Avolio and James B. Avey
Personnel Psychology 2007, 60, 541–572
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