Impact of Psycap on well-being

Job Satisfaction&

Intrinsic Motivation

Presented ByPramod Kumar

Psychological capital (PsyCap)

Psychological capital (PsyCap) is a positive state-like capacity that has undergone extensive

theory-building and research.

In the book by Luthans, Youssef, and Avolio on Psychological Capital (Oxford University

Press, 2007), it is defined as “an individual’s positive psychological state of development and is

characterized by: (1) having confidence (self efficacy) to take on and put in the necessary effort

to succeed at challenging tasks; (2) making a positive attribution (optimism) about succeeding

now and in the future; (3) persevering toward goals and, when necessary, redirecting paths to

goals (hope) in order to succeed; and (4) when beset by problems and adversity, sustaining and

bouncing back and even beyond (resilience) to attain success.”

Thus, the PsyCap consists of efficacy, optimism, hope and resilience .

Impact of PsyCap on well- Being In the review of resource theories, Hobfoll (2002,p. 310) noted that it will be “important to

determine the extent to which key resources can be enhanced by intervention, and, thus, whether what has been learned about the importance of key resources can be translated to fostering resilience.” The presence of a relationship between state-like, developable PsyCap and PWB provides an example of one means by which malleable capacities could be used to examine the differential effects of interventions that seek to foster employee well-being in the workplace.

Recently, Wright and colleagues (Wright et al., 2007, p.101) noted that their research findings indicated that“ individuals have the opportunity to learn ways to enhance their PWB through any number of training based interventions.” In complementary research, Luthans and colleagues demonstrated that PsyCap can be developed in short training interventions,which may include technology mediated delivery

Such interventions have included a focus on how to enhance each of the four dimensions of PsyCap drawingfrom work in positive psychology in each area.For a full discussion of how this training interventions operationalized, see Luthans et al. (2006) Luthans, Avey, and Patera (2008).

Relationship found in between PsyCap and well-being over time provides an important potential construct in which to influence well-being and better understand its impact on more explicit occupational health outcomes.

Additional research is now needed to understand other predictors of PWB and which, including PsyCap, may be the most appropriate technique for enhancing employees’ PWB to meet specific personal and organizational challenges.

Impact of PsyCap on Job Satisfaction

Job satisfaction is an important way for enterprises to maintain the sustained growth. Furthermore, job satisfaction is a dominant force to achieve growth, among which psychological capital (PsyCap) plays an important role. Therefore, the development of psychological capital of team bears an important significance.

In accordance with the viewpoints of Luthans, Youssef, and Avolio, PsyCap refers to "the positive psychological development states of individuals." teams have a high level of self-efficacy, keep optimistic in the process of enterprise development and harbor a high level of hope, show the relatively strong resilience in the process of achieving team goals, which will certainly drive the team to steadily enhance learning some kind of specialized technical knowledge and skills needed by enterprises, take the initiative to master the information useful for enterprises, and self-consciously understand and acquire the essence of the technical knowledge and skills through practice, combine knowledge, information and wisdom together, so as to promote enterprise-wide human capital level and boost enterprise’s technological capabilities and the satisfaction level of employees.

PsyCap refers to positive psychological resources owned by an individual, and is useful in predicting a psychological state synthesis of individual high-performance work and happiness . These positive mental states can lead to positive organizational behavior, make individuals diligently do the right thing and obtain higher performance and job satisfaction.

Team culture is a deep identification with value. Encouragement of communication

and information interaction is the basic operation mechanism of intrapreneurial teams. Under this mechanism, members’ mind will be open, and team members take the initiative to upgrade their psychological capital. The team culture characterized by interactive learning and information-sharing is the essential culture connotation of teams, as well as a culture guarantee of upgrading intrapreneurial teams’ PsyCap. If cuture in an organization is good this will make the employees to work efficiently and in a good manner .This automatically increases the job satisfaction

Design of goals and pathOvercoming obstacles,executing plans

Increasing resources andavoiding risksIntervention of influencing

Fostering self-efficacySetting up positiveexpectations

Model of experiencingsuccess and examplesPersuasion and stimulation

Hope

optimism

Self-efficacy

Resilience

Job performanceJob satisfaction

Development content Most likely outcome( PsyCap) Outcome

Impact of Psycap on intrinsic motivation

self-efficacy (or confidence) refers to the confidence level of the role that individuals play of their motivation, cognitive resources and action steps, and of the ability of the specific tasks in a given scenario of successful management; hope means a positive motivational state of the sense of success resulting from the interaction based on between goal-oriented activity and the plan to achieve its objectives.

Psycap increases the self determined motivation of employees hereby impacting psychological capital from within the self determined frame work.

Psycap has great significance for individuals who whish to motivate other in a way that engenders commitment effort and high quality performance.(Ryan &Deci-2000)

The basic principle of hope is to strengthen the training objectives,motivation and means, and focuses on the obvious role communication.Thus helps in motivating the workers working in the organization.

The experience of working in an organisation with AI-practices increases the self-determined motivation (relatedness, autonomy, competence) hereby impacting on PsyCap.{ Appreciative Inquiry (AI): “AI is a strength-based, capacity building approach to transforming human systems toward a shared image of their most positive potential by first discovering the very best in their shared experience.” (Barret & Fry, 2005)}

References

• Barret, F., J., & Fry, R., E. (2005). Appreciative inquiry; a positive

approach to building cooperative capacity. Ohio: Taos Institute

Publications.

• Bouwen, G. (2010). Leiden naar talent en bezieling. Energie van

mensen verbinden tot teamkracht. Leuven: LannooCampus.

• Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M., & Combs, G. M.

(2006). Psychological capital development: Toward a micro

intervention. Journal of Organizational Behaviour, 27, 387-393.

• Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the

facilitating of intrinsic motivation, social development, and well-

being. American Psychologist, 55(1), 68-78.

Thanks