Abstract
The purpose of this study is to conduct a wide-ranging meta-analytic review of empirical psychological capital studies in the management field. We conducted a meta-analysis on papers collected from the EBSCOhost and ProQuest databases. For comprehensive and extensive literature coverage, we also searched and compared the Journal Citation Report for the journals that referenced the most-cited articles (e.g., Journal of Organizational Behavior, Academy of Management Journal, etc.). A total of 81 published types of research were thoroughly selected and analyzed. The results revealed that, with different weighting, the following influencing factors have significant associations with psychological capital: organizational climate, organizational justice, authentic leadership, leader–member exchange, and occupational stress. Also, with different influencing weighting, psychological capital is confirmed to have impacts on job satisfaction, attitude, performance, organizational citizenship behavior, and undesirable behaviors. Implications for managerial sustainability are discussed.
Highlights
Psychological capital (PC) denotes the affirmative mental state that manifests in personal stages of growth and development [1]
Avey et al [5] claimed that even if the attributes have been shown to be naturally discriminant, they have a lot in common that can be utilized to explain PC. Against such a backdrop constructed with existing academic literature and practical observations, our contribution is that this paper offers timely and updated meta-analysis-based information regarding the development of psychological capital research as a dynamic scientific field
Organizational climate, organizational justice, leader–member exchange, authentic leadership as antecedents, and job satisfaction, attitude, and performance, as well as employee’s organizational citizenship behavior and undesirable behavior as consequences of psychological capital, were all confirmatively re-examined based on dispersed statistics across those different empirical studies
Summary
Psychological capital (PC) denotes the affirmative mental state that manifests in personal stages of growth and development [1] It has been theoretically identified by Luthans and associates [2,3,4,5] as being composed of hope, optimism, efficacy, and resilience [6]. The study acknowledged the impact that potential disorders might have on employee outcomes Another reason for reviewing PC using meta-analysis was the need to evaluate whether PC as a moderator could be utilized to explain the variability of the size effects that have been reported and identified from individual studies. Our focus was to utilize the meta-analysis method to provide a specific value of PC on employee performance management and human resource development in general
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