Evidencias psicométricas sobre la validez y fiabilidad del cuestionario de capital psicológico (PCQ-12) en población mexicana

Abstract

El capital psicológico es un constructo que se incluye en el marco de comportamiento organizacional positivo, que se basa en principios positivos de psicología. Este concepto está compuesto por cuatro dimensiones interrelacionadas: autoeficacia, esperanza, resiliencia y optimismo. El objetivo de este estudio fue reportar las propiedades psicométricas de una de las medidas de capital psicológico, el Cuestionario de Capital Psicológico-12 (PCQ-12), en una muestra de 396 trabajadores mexicanos. La estructura del factor de este instrumento se analizó a través de un análisis factorial confirmatorio. La fiabilidad se evaluó con los coeficientes alfa y compuestos de Cronbach. Además, también se evaluaron la validez convergente y discriminante. Con base en tres modelos concurrentes, se observó que el modelo que tenía un mejor ajuste estaba compuesto por cuatro factores correlacionados. Se discuten las implicaciones de estos resultados y se brindan recomendaciones para futuras investigaciones. Este documento, que presenta una estructura factorial diferente a la habitual del capital psicológico, sugiere que las diferencias culturales pueden jugar un papel crucial en la forma en que se comporta la construcción evaluada.

Psychological Capital, Workload, and Burnout: What’s New? The Impact of Personal Accomplishment to Promote Sustainable Working Conditions

“…The low reliability value (α = 0.65) observed in our study is also found in other studies that used the PCQ-12. Dawkins et al [64] observed in a review of 29 psychometric studies that optimism and resilience dimensions tend to be lower than the self-efficacy and hope dimensions [65][66][67].…”

“…The malleability of psychological capital is explained by social cognitive theory, self-efficacy, and the human agency theory of Bandura [66,73]. Human agency is the ability to exercise control over our own functioning and over the events that affect our lives [73].…”

“…Since psychological capital could be developed, it is possible to design interventions both organizationally and individually to increase individual resources and strengths. Among the strategies used are modelling, mastery experiences, self-regulation, self-reflection [66], feedback from leaders [71], and job redesign [72]. Training provides development of personal resources such as self-efficacy [73], optimism [74], resilience [75], and hope [76].…”

The Influences of Psychological Capital and Job Resources Towards Work Engagement

“…Moreover, each of the dimensions has a reliability coefficient of 0.605 (hope), 0.766 (efficacy), 0.650 (resilience), and 0.359 (optimism). For the dimension of optimism, it happens to have a low level of reliability coefficient, but as proven in the research of Santana-Cárdenas, Viseu, López-Núñez, and Jesús (2018) [12] who also used the PCQ-12, it showed a Cronbach Alpha of 0.81 in all models tested in the study. Based on this statement, this measuring tool remains reliable based on the principle of external validity.…”

Bayesian Confirmatory Factor Analysis of the Psychological Capital PCQ-12 Scale

“…However, some studies found that a four-factor structure fits better than the second-order model (e.g. López-Núñez et al, 2018;Santana-Cárdenas et al, 2018;Viseu et al, 2012). This controversy appears largely in the adaptations of the scale in Portugal and Spain, which could indicate an effect related to the context or translation (Djourova et al, 2019).…”