Abstract
Positive psychological capital has taken attention in the last decades considering today’s work conditions and employee expectations in gaining competitive advantage. There is growing evidence that positive psychological capital has contribution on employees’ desired outcomes and provides a new perspective for understanding and potentially managing negative and stressful organizational circumstances. Recent theory and research have also proposed that positive psychological capital as a state-like construct is open to development and change. The immediate goal of the study is to design and implement a short positive psychological capital training program by following Luthans et al. (in their series of studies in 2006, 2008, & 2010) course of action and control its effectiveness by the Solomon four group experimental design which is one of the most powerful research designs available and rarely used especially for training programs. A sample of 156 management students participated to the training program. The findings of the current research will contribute to human resources development literature as well as to Solomon experimental design application.
Highlights
Psychology used to concentrate more on mental illness rather than wellness until the recently increased attention towards „positive psychology‟
Positive psychological capital scale construct validity is testified in Luthans et al‟s study (Luthans, Avolio, Avey, & Norman, 2007a) and cronbach alpha value is estimated above
There are a growing number of articles about positive psychological capital, the study is done in order to fill the gap as Luthans et al (2006) suggested that psycap development should be replicated in different cultural contexts
Summary
Psychology used to concentrate more on mental illness rather than wellness until the recently increased attention towards „positive psychology‟. Traditional individual and organizational interventions focus on momentary damage (operational training etc.) in contrast the positive psychology concentrates on principles of prevention, improvement and development as a new perspective (Seligman & Csikszentmihalyi, 2000). (2004) composed a construct to measure sustained competitive advantage within an individual which is labeled as „Positive Psychological Capital (psycap)‟. It consists of four components: Hope, optimism, self-efficacy and resilience. Relying on „Positive Organization Behavior‟ (POB) movement, it measures positive psychological aspects of an individual and focuses on the strengths rather than the weaknesses (Luthans et al, 2004). Relying on „Positive Organization Behavior‟ (POB) movement, it measures positive psychological aspects of an individual and focuses on the strengths rather than the weaknesses (Luthans et al, 2004). Stajkovic (2006) has advanced the same four constructs and called as „core confidence‟
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