心理资本对员工的工作绩效、组织承诺及组织公民行为的影响

Effects of Psychological Capital on Employees’ job performance, Organizational Commitment, and Organizational Citizenship Behavior

通过对198对直接领导和员工的实证研究，探讨了心理资本及希望、乐观和坚韧性三种积极心理状态与员工的工作绩效、组织承诺和组织公民行为之间的关系。结果表明：在控制了性别和年龄两个人口统计学变量的效应后，员工的希望、乐观和坚韧性三种积极心理状态，都对他们的工作绩效、组织承诺和组织公民行为有积极影响；员工的希望、乐观和坚韧性三者合并而成的心理资本，对他们的工作绩效、组织承诺和组织公民行为有积极影响。

In the light of the emerging literature on positive psychology and positive organizational behavior (POB)， psychological capital can be defined as an individual’s positive psychological state of development， which consists of four dimensions: self-efficacy/confidence， hope， optimism， and resiliency. Psychological capital may have positive effects on both performance and work attitudes. To date， a few empirical studies have found positive relationships between psychological capital and performanc