Abstract
Psychological capital is a set of personal resources comprised by hope, efficacy, optimism, and resilience, which previous research has supported as being valuable for general work performance. However, in today’s organizations, a multidimensional approach is required to understanding work performance, thus, we aimed to determine whether psychological capital improves proficiency, adaptivity, and proactivity, and also whether hope, efficiency, resilience, and optimism have a differential contribution to the same outcomes. Analyzing the temporal meaning of each psychological capital dimension, this paper theorizes the relative weights of psychological capital dimensions on proficiency, adaptivity, and proactivity, proposing also that higher relative weight dimensions are helpful to cope with job demands and perform well. Two survey studies, the first based on cross-sectional data and the second on two waves of data, were conducted with employees from diverse organizations, who provided measures of their psychological capital, work performance, and job demands. Data was modeled with regression analysis together with relative weights analysis. Relative weights for dimensions of psychological capital were supported as having remarkable unique contributions for proficient, adaptive, and proactive behavior, particularly when job demands were high. We concluded that organizations facing high job demands should implement actions to enhance psychological capital dimensions; however, those actions should focus on the specific criterion of performance of interest.
Highlights
We concluded that organizations facing high job demands should implement actions to enhance psychological capital dimensions; those actions should focus on the specific criterion of performance of interest
As part of the finer-grained approach, we aim to determine whether psychological capital dimensions that are more relevant for proficiency, adaptivity and proactivity would reduce the negative relationship between job demands and these behaviors
We argue that the congruence in temporal focus embedded in the dimensions of psychological capital and work performance is the explanation for more specific relationships between these constructs (George & Jones, 2000; Shipp, Edwards & Lambert, 2009; Sonnentag, 2012)
Summary
In today's organizations a multidimensional approach is required to understanding work performance, we aimed to determine whether psychological capital improves proficiency, adaptivity and proactivity, and whether hope, efficiency, resilience and optimism have a differential contribution to the same outcomes. We aim to build and test a finer-grained approach to psychological capital and work performance, determining first if each psychological capital dimension has a specific and remarkable association with proficiency, adaptivity or proactivity (Griffin, Neal and Parker, 2007). As part of the finer-grained approach, we aim to determine whether psychological capital dimensions that are more relevant for proficiency, adaptivity and proactivity would reduce the negative relationship between job demands and these behaviors
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