An Integrated Model: The Role of Positive Psychological Capital in The Organization
The model
On the left side of the model you can see the different dimensions of Psycap. Psycap is influenced by organizational climate and influences several positive and negative outcomes in the organization. This influence can be direct or mediated by positive feelings in the organization. Different organizational phenomena have influence on the employee, specifically on the characteristics that assemble his Psycap. For example- while a high Psycap employee observes the good results of his performance, his Psycap grows even more due to the impact of the good performance on self efficacy and hope. From this example we can conclude that Bottom up processes have to do with Psycap. A worker gives feedback not only to himself but for the others observing him as well. Thus, his Psycap affect his surroundings cognitively and affectively ( By his performance outcomes ). For example: A worker which manifests behavior and feelings that show high Psycap and succeeds in his job, not only his Psycap will grow but also the Psycap of the ones around him. Positive, as well as negative Psycap have a “contagious” aspect that influences groups and generates a Bottom-up process. The model also shows that every one of the four characteristics of Psycap has the possibility to influence organizational outcomes directly as shown widely in past research.
It should be mentioned that Psycap has developed mainly since 2005 and therefore all findings should be considered as preliminary and need further research.
Read more about this topic: Positive Psychological Capital
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