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心理资本是积极心理学和积极组织行为学研究驱动下的新兴的研究领域。它不同于以往传统人力资本只强调劳动者素质和能力的片面性,而体现了真正驱动个体健康工作的内在因素。当前的研究报告以及回顾现存的心理资本文献,展示出了心理资本与工作态度、行为和结果之间的联系,主要表现在改善个体的工作绩效、工作满意度、幸福感、组织公民行为与工作投入等,同时还包括降低离职率、缺勤行为等消极工作取向。本文通过系统整理国内外心理资本研究的文献,对心理资本的概念、结构要素、影响效应及干预方面进行理论梳理。同时,结合目前心理资本研究存在的局限,从4个方面(包括对概念的一致理解、跨文化研究及样本的多样性、心理资本的影响因素、收集更多的纵向数据)指明了心理资本未来发展的研究方向。
Psychological capital is an emerging field of research driven by the research of positive psychology and active organizational behavior. It is different from the traditional human capital in the past only emphasized the one-sidedness of the quality and ability of workers, but reflects the intrinsic driving factors of individual health work. Current research reports and reviews of existing psychological capital literature show a link between mental capital and work attitudes, behaviors and outcomes, mainly in improving individual job performance, job satisfaction, well-being, organizational citizenship behavior and job performance Investment, etc., but also to reduce turnover, absenteeism and other negative job orientation. By systematically sorting out the literature of psychological capital research both at home and abroad, this paper analyzes the concept, structural elements, impact effects and intervention of psychological capital. At the same time, combining the current limitations of psychological capital research, we point out the future of psychological capital from four aspects (including the consistent understanding of concepts, cross-cultural research and the diversity of samples, and the factors that influence psychological capital to collect more longitudinal data) Development of the research direction.