PSYCHOLOGIC

AL
CAPITAL

REPORTER: ESTRELLA, ANNA MAE V.

PROFESSOR: ENGR.JUANITO
ALBA,DPA
PSYCHOLOGICAL CAPITAL - is found to have a strong correlation with the capacity of an organisation to thrive in challenging times.

it measures the “toughness” of an organisation in navigating through challenging situations. organisations with high  psycap are able to find ways to outmanoeuvre their competitors, generate new pathways, build on the positives, and most importantly, unify the team to achieve shared goals.the measures of  psycap can be found in the acronym hero – hope, efficacy, resilience and optimism.
HOPE IS ABOUT PERSEVERING TOWARDS GOALS AND, WHEN NECESSARY, REDIRECTING PATHS TO GOALS IN ORDER TO SUCCEED.

EFFICACY  IS ABOUT HAVING THE SELF-CONFIDENCE TO TAKE ON AND PUT IN THE NECESSARY EFFORT TO SUCCEED IN CHALLENGING TASKS.

RESILIENCE  IS ABOUT SUSTAINING AND BOUNCING BACK WHEN BESET BY ADVERSITY TO ATTAIN SUCCESS

OPTIMI SM IS ABOUT M AKING A POSITIVE ATTRIBUTION ABOUT SUCCEEDING NOW AND IN THE FUTURE.

ONCE PSYCAP IS ESTABLISHED IN AN ORGANISATION, INTERVENTIONS CAN BE DEVELOPED TO ENHANCE THE LEVELS OVER TIME.  IT WILL BECOME YOUR ORGANISATION’S BEST ASSET IN AN ECONOMIC DOWNTURN.
MODEL OF PSYCHOLOGICAL
CAPITAL IN THE WORKPLACE
TAKING POSITIVE PSYCHOLOGY TO THE WORKPLACE, A CORE
CONSTRUCT OF PSYCHOLOGICAL CAPITAL OR PSYCAP (CONSISTING OF
EFFICACY, HOPE, OPTIMISM, AND RESILIENCY) HAS RECENTLY
RECEIVED CONSIDERABLE ATTENTION. AFTER SUMMARIZING THIS
LITERATURE, THE CHAPTER IS MAINLY DEVOTED TO PRESENTING AN
INTEGRATED MODEL OF PSYCAP TO MEET THE CHALLENGES OF
FURTHER DEVELOPMENT. SPECIFICALLY, THIS NEW MODEL

(1) RECOGNIZES NEGATIVE AS WELL AS POSITIVE CONSTRUCTS

(2) INCORPORATES TRAITS AS WELL AS STATES
(3) USES MULTIPLE LEVELS OF ANALYSIS
(4) IS AIMED AT A BROAD RANGE OF WORK-RELATED OUTCOMES. THE
CHAPTER CONCLUDES WITH SEVERAL SPECIFIC DIRECTIONS FOR
FUTURE RESEARCH AND EFFECTIVE APPLICATION.
BENEFITS OF PSYCHOLOGICAL
CAPITAL:
EMPLOYERS AND EMPLOYEES BOTH BENEFIT FROM PSYCHOLOGICAL
CAPITAL. EMPLOYEES THAT HAVE HIGH PSYCHOLOGICAL CAPITAL 
• OUTPERFORM OTHER EMPLOYEES. WE ALL KNOW COMPANIES
CARE ABOUT EMPLOYEE PERFORMANCE! THIS FINDING SHOWS
THAT ORGANIZATIONS SHOULD HELP DEVELOP EMPLOYEES’
PSYCHOLOGICAL CAPITAL. WHILE THERE’S STILL RESEARCH TO BE
DONE, WE KNOW THAT SUPERVISOR SUPPORT AND COMPANY
•  CULTURE CAN INCREASE IT. IF COMPANIES MAKE SURE THEY HAVE
A POSITIVE CULTURE AND SUPERVISORS ARE SUPPORTIVE,
EMPLOYEES WILL HAVE HIGHER PSYCHOLOGICAL CAPITAL AND,
THUS, PERFORM BETTER.
EMPLOYEE WELL-BEING : IN ADDITION TO HIGH
PERFORMANCE, EMPLOYEES WITH HIGH PSYCHOLOGICAL CAPITAL ALSO
HAVE BETTER WELL-BEING. ONE 

• STUDY FOUND THAT WHEN THESE EMPLOYEES HAVE WORK-LIFE

BALANCE ISSUES, THEY ARE LESS LIKELY TO BURNOUT. 

• RESEARCHERS ALSO FOUND THAT PSYCHOLOGICAL CAPITAL

INFLUENCES WELL-BEING OVER TIME. IF YOU CAN HAVE HIGH
PSYCHOLOGICAL CAPITAL, YOU WILL BE BETTER OFF IN THE LONG RUN.

•  STUDY EVEN FOUND THAT HAVING HIGH PSYCHOLOGICAL CAPITAL

WHILE UNEMPLOYED CAN IMPROVE A PERSON’S WELL-BEING. MAKES
SENSE, RIGHT? IF YOU HAVE HIGH PSYCHOLOGICAL CAPITAL, YOU WILL
WORK HARD TO FIND A JOB AND WON’T FEEL DISCOURAGED.