This study examines the relationship between psychological capital (PsyCap), occupational stress, and organizational socialization in a cross-cultural context. It hypothesizes that: 1) PsyCap will moderate the relationship between diversity (mono vs multi-cultural groups) and stress, 2) PsyCap will moderate the relationship between diversity and socialization, and 3) stress will negatively impact socialization. To test this, participants will be assigned to mono- or multi-cultural groups and complete a task. PsyCap, stress, and socialization will be measured before and after. Results will be analyzed using ANOVA to understand the impact of PsyCap on stress and socialization across cultural contexts. Findings could help organizations implement Psy
2. Background to Psychological Capital
(PsyCap)
According to Luthans, Youssef & Avolio (2007), PsyCap was
founded on theoretical frameworks that have been widely
recognised (e.g. social cognitive theory, Bandura, 1986; hope
theory, Snyder, 2000).
The four scales that were included in the development phase of
the instrument were selected based on sound reliability and
validity evidence, clear relevance to the workplace and being
measures of state-like constructs (Luthans, Avolio, Avey &
Norman, 2007).
3. Psychological Capital (PsyCap)
Individual's positive psychological state of development
characterized by: (Luthans, Youssef & Avolio, 2007)
Having confidence (self efficacy) to take on and put in the effort to
succeed
Making a positive attribution (optimism) about succeeding (now &
future)
Persevering and redirecting paths to goals (hope) in order to
succeed
When beset by problems and adversity, sustaining and bouncing
back and even beyond (resilience) to attain success
4. Psychological Capital (PsyCap)
PsyCap consists of efficacy, optimism, hope and
resilience and when combined has been shown to represent a
second-order, core factor that predicts performance and
satisfaction better than each of the four factors that make it up
(Luthans, Avolio, et al., 2007).
5. PsyCap in the workplace
Predictor of work performance and satisfaction (Luthans et
al, 2007)
Positive relationship between PsyCap and desirable
workplace attitudes, such as commitment, and well-being.
(Avey et al, 2011).
PsyCap can broaden the range of emotional responses
that a leader may have in a cross-cultural situation
(Reichard et al, 2014).
6. PsyCap and Its Relationship to Stress
Negative relationship with stress symptoms, intention to quit
and job search behaviors (Avey, Luthans & Jensen, 2011)
Potential antidote to the effects of stress, suggests that this
higher-order concept may offer an avenue to boost student
immunity to stressors, or even to shape the way in which
they appraise and define events to reframe them as
motivational challenges rather than debilitating threats (Riolli,
Savicki & Richards, 2012).
7. Proposed Study
Extension of Avey, Luthans & Jensen study (2011) – examined PsyCap and
stress responses, and Reichard et al. study (2014) – examined PsyCap and
cross-cultural performance.
Hypotheses:
1. PsyCap will moderate the relationship between diversity (mono vs
multi) and stress.
2. PsyCap will moderate the relationship between diversity (mono vs
multi) and group socialization.
3. Stress will affect socialization in that the more stress, the less
socialized you feel in a small work group situation.
8. Measures
Psychological Capital Questionnaire (Luthans, Youssef, et
al., 2007).
Likert scale 1-6 (Strongly agree to strongly disagree)
Examples of items include,
Hope: “If I should find myself in a jam at work, I could think of many ways to
get out of it”
Efficacy: “I feel confident analyzing a long-term problem to find its solution”
Resilience: “I can get through difficult times at work because I've
experienced difficulty before”
Optimism: “I always look on the bright side of things regarding my job.”
Internal consistency ranged from 0.72 to 0.80 for hope, 0.66 to 0.72 for
resilience, 0.75 to 0.85 for self-efficacy and 0.69 to 0.79 for optimism.
(Luthans et al, 2007)
9. Measures, Continued.
Anxiety-Stress Questionnaire (House & Rizzo, 1972)
Assesses the subjective experience of job tension
Responses are scored as 2 or 1 for true or false, respectively, and
averaged.
17 statements, 3 subscales
Job Induced Tension (7 items)
Somatic Tension (5 items)
General Fatigue and Uneasiness (5 items)
10. Measures, Continued.
Small Group Socialization Scale (Riddle, Anderson & Martin,
2000)
Likert scale 1-5 (Strongly agree to strongly disagree)
Examples
“I found someone in the group who could provide me with emotional
support.”
“I found someone in the group who could help me adjust to the group.”
“I understood the “group talk” the group used to do its work.”
2 additional questions: “During the activity, did you feel connected to
the group?” and “During the activity, did you feel isolated?”
11. Participants & Procedures
2 Groups
One mono-cultural group
Male/female Caucasian participants from Psych 121
One multi-cultural group
Male/female multi-cultural participants from International Services
30 participants/group
Each group divided into 6 groups of 5 people and administered a “lego
construction” activity or other “shared resource” activity to complete as a
group.
Each participant is administered the PsyCap survey before
Intervention and stress and socialization survey after intervention.
Other variables such as age, race and ethnicity were recorded
before the PsyCap questionnaire.
12. Results
2*3 ANOVA analyzed with SPSS
2 groups
Mono and multi-cultural groups
3 levels of PsyCap
A total of Psycap between 0 and 40 was considered “low”, 41-80 was
considered “moderate” and 81-120 was considered “strong”.
14. Value Proposition for Organizations
What can managers do about people working in multi-
cultural environment?
Micro Training intervention –
- PsyCap training (2-hour face-to-face or computerized
intervention)
15. References
Riddle, B. L., Anderson, C. M., & Martin, M. M. (2000). Small Group Socialization Scale: Development and validity.
Small Group Research, 31, 554–572.
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Li, L., Ying, C., Jialiang, F., Jiana, W., & Lie, W. (2012). The mediating role of psychological capital on the
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Reichard, R. J., Dollwet, M., & Louw-Potgieter, J. (2014). Development of Cross-Cultural Psychological Capital and
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Riolli, L., Savicki, V., & Richards, J. (2012). Psychological Capital as a Buffer to Student Stress. Journal of
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