Psychological capital development: toward a micro‐intervention

Luthans, Fred; Avey, James B.; Avolio, Bruce J.; Norman, Steven M.; Combs, Gwendolyn M.

doi:10.1002/job.373

Cited by 1,093 publications

(1,079 citation statements)

References 8 publications

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“…It is therefore likely that mastering career competencies would lead to an enhanced evaluation of one's ability to control and impact upon one's work and career. In line with this reasoning, Akkermans et al (2013) found a positive relationship between career competencies and self-efficacy, a concept generally considered to be a personal resource (e.g., Avey, Luthans, & Jensen, 2009;Luthans, Avey, Avolio, Norman, & Combs, 2006). Finally, Xanthopoulou, Bakker, Demerouti, and Schaufeli (2007) noted that personal resources are, to some extent, malleable and open to development.…”

Section: Career Competencies and Personal Resourcesmentioning

confidence: 95%

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The role of career competencies in the Job Demands — Resources model

Akkermans

Schaufeli

Brenninkmeijer

et al. 2013

Journal of Vocational Behavior

151

145

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This study investigated the role of career competencies as a mediator in the Job DemandsResources model. Structural equation modeling with data from 305 young employed persons aged 16-30 years showed that career competencies are positively related to job resources and work engagement, but not to job demands and emotional exhaustion. Furthermore, career competencies had a partially mediating effect on the relationship between job resources and work engagement, and job resources had a partially mediating effect on the relationship between career competencies and work engagement. These findings suggest that career competencies may act in a similar way as personal resources in fostering work engagement. Our results underline the importance of combining research on job design and career development, and suggest that career competencies may have a role in stimulating employee wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously increasing job resources and career competencies to increase employee wellbeing.

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Section: Career Competencies and Personal Resourcesmentioning

confidence: 95%

“…Previous studies have shown that personal resources may act as a mediator in the motivational process (e.g., Llorens, Schaufeli, Bakker, & Salanova, 2007;Luthans et al, 2006;Xanthopoulou et al, 2007). That is, job resources can activate personal resources, which can subsequently lead to higher levels of work engagement.…”

Section: The Current Studymentioning

confidence: 99%

The role of career competencies in the Job Demands — Resources model

Akkermans

Schaufeli

Brenninkmeijer

et al. 2013

Journal of Vocational Behavior

151

145

View full text Add to dashboard Cite

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“…Just as the positive resource of psychological capital development has been recently demonstrated (see Luthans, Avey, Avolio, Norman, & Combs, 2006;Luthans et al, 2007), the identified components of the positive form of psychological ownership (i.e., self-efficacy, accountability, sense of belongingness, and self-identity) may also be developed in carefully designed and executed training interventions. Moreover, based on the relationship that transformational leadership seems to have on psychological ownership, the recent work on leadership development in general, and authentic leadership development in particular (e.g., see Gardner, Avolio, Luthans, May, & Walumbwa, 2005), would seem to have significant practical implications for psychological ownership management and development, and, in turn, performance impact in organizations.…”

Section: Implications and Conclusionmentioning

confidence: 99%

Psychological ownership: theoretical extensions, measurement and relation to work outcomes

et al. 2009

Self Cite

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Viewing psychological ownership as a positive resource for impacting human performance in organizations, the present study investigated the components of an expanded view of psychological ownership. Confirmatory factor analyses on a proposed measure of psychological ownership provided support for a positively-oriented, ''promotion-focused'' aspect of psychological ownership comprised of four dimensions: self-efficacy, accountability, sense of belongingness, and self-identity. In addition, territoriality was examined as a unique and more ''prevention-focused'' form of ownership. Practical implications and suggestions for future research on psychological ownership and positive organizational behavior conclude the article.

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“…Similarly, Luthans et al (2006) suggested that training boosting job resources (e.g., goal setting, goal clarification or quality feedback) may increase employees' "psychological capital," whose central dimension is self-efficacy. There is preliminary support that such interventions may bring financial profit and high return on investment (Luthans et al, 2006).…”

Section: The Mediating Role Of Self-efficacymentioning

confidence: 99%

Working in the sky: A diary study on work engagement among flight attendants.

Xanthopoulou

Baker

Heuven

et al. 2008

Journal of Occupational Health Psychology

405

356

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This study aims to gain insight in the motivational process of the Job Demands-Resources (JD-R) model by examining whether daily fluctuations in colleague support (i.e., a typical job resource) predict day-levels of job performance through self-efficacy and work engagement. Forty-four flight attendants filled in a questionnaire and a diary booklet before and after consecutive flights to three intercontinental destinations. Results of multilevel analyses revealed that colleague support had unique positive effects on self-efficacy and work engagement. Self-efficacy did not mediate the relationship between support and engagement, but work engagement mediated the relationship between self-efficacy and (in-role and extra-role) performance. In addition, colleague support had an indirect effect on in-role performance through work engagement. These findings shed light on the motivational process as outlined in the JD-R model, and suggest that colleague support is an important job resource for flight attendants helping them reach their work-related goals.

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Psychological capital development: toward a micro‐intervention

Cited by 1,093 publications

References 8 publications

The role of career competencies in the Job Demands — Resources model

The role of career competencies in the Job Demands — Resources model

Psychological ownership: theoretical extensions, measurement and relation to work outcomes

Working in the sky: A diary study on work engagement among flight attendants.

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