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Antecedentes do capital psicológico positivo: variáveis individuais, sociais e organizacionais
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Abstract(s)
A sofisticação tecnológica já não é um fator suficientemente distintivo entre as organizações. Por este motivo, estas devem cada vez mais direcionar o seu foco para um outro recurso que, ao contrário dos recursos tecnológicos, é intangível, raro, único e de difícil replicação: os recursos humanos. Comparados aos tradicionais recursos físicos, estruturais e financeiros, as características individuais e estes recursos não são facilmente replicáveis pelos concorrentes, tornando-se num tipo de capital valioso. No âmbito da crescente investigação neste campo, surgiu o construto de capital psicológico positivo (PsyCap), que será analisado na presente dissertação. O PsyCap tem sido associado a relevantes resultados para as organizações, manifestados através de atitudes e comportamentos considerados desejáveis. Apesar disto, verificou-se que não se têm analisado os fatores que antecedem o PsyCap e que têm um especial impacto na forma como este se manifesta nos trabalhadores. Deste modo, é importante conhecer quais os fatores que antecedem este conceito, para que assim, mais facilmente, se desenvolvam intervenções e práticas que o incrementem. Para tal, recorreu-se a uma amostra de 520 trabalhadores portugueses (M = 33.77 anos; DP = 20.63), 42.4% do sexo feminino (n = 220) e 56.3% (n = 293) do sexo masculino. Os objetivos específicos foram testar se um conjunto de variáveis, individuais, sociais e organizacionais, poderiam ser consideradas como antecedentes deste conceito. Os conhecimentos adquiridos pretendem conceder suporte teórico a uma gestão mais eficiente dos recursos humanos, com base nos seus recursos psicológicos positivos, sustentando intervenções junto dos colaboradores ou guiando os líderes a adotarem um estilo que melhor impulsione o surgimento nos mesmos.
Technological sophistication is no longer a sufficiently distinctive factor among organizations. For this reason, they must focus on another resource that, unlike technological resources, is intangible, rare, unique, and difficult to replicate, human resources. Compared to the traditional physical, structural, and financial resources, individual characteristics and their resources are not easily replicable by competitors, making them a valuable type of capital. As part of the growing investigation in this field, the positive psychological capital (PsyCap) emerged, which will be analyzed in this dissertation. PsyCap has been associated with relevant results for organizations manifested through desirable job-related attitudes and behaviors. Despite this, it was found that the factors that precede PsyCap and that have a special impact on the way it manifests itself in workers have not been analyzed. It is important to know which factors precede this concept, so that interventions and practices that enhance it can be developed in a more effective way. For this purpose, we used a sample of 520 Portuguese workers (M = 33.77 years; SD = 20.63), 42.4% females (n = 220) and 56.3% (n = 293) males. The specific objectives were to test whether a set of variables, individual, social, and organizational, could be considered as antecedents of this concept. The knowledge acquired is intended to provide theoretical support for a more efficient human resources management, based on their positive psychological resources, sustaining interventions with employees or guiding leaders to adopt a style that best encourages its development.
Technological sophistication is no longer a sufficiently distinctive factor among organizations. For this reason, they must focus on another resource that, unlike technological resources, is intangible, rare, unique, and difficult to replicate, human resources. Compared to the traditional physical, structural, and financial resources, individual characteristics and their resources are not easily replicable by competitors, making them a valuable type of capital. As part of the growing investigation in this field, the positive psychological capital (PsyCap) emerged, which will be analyzed in this dissertation. PsyCap has been associated with relevant results for organizations manifested through desirable job-related attitudes and behaviors. Despite this, it was found that the factors that precede PsyCap and that have a special impact on the way it manifests itself in workers have not been analyzed. It is important to know which factors precede this concept, so that interventions and practices that enhance it can be developed in a more effective way. For this purpose, we used a sample of 520 Portuguese workers (M = 33.77 years; SD = 20.63), 42.4% females (n = 220) and 56.3% (n = 293) males. The specific objectives were to test whether a set of variables, individual, social, and organizational, could be considered as antecedents of this concept. The knowledge acquired is intended to provide theoretical support for a more efficient human resources management, based on their positive psychological resources, sustaining interventions with employees or guiding leaders to adopt a style that best encourages its development.
Description
Keywords
Capital psicológico positivo Antecedentes do capital psicológico positivo Capital humano Comportamento organizacional positivo