Positive Projections and Health: An Initial Validation of the Implicit Psychological Capital Health Measure

Socio-economic inequities in mental health problems and wellbeing among women working in the apparel and floriculture sectors: testing the mediating role of psychological capital, social support and tangible assets

BACKGROUND

It is still unknown whether the mechanisms proposed by the Reserve Capacity Model (RCM) explaining socio-economic health and wellbeing inequities in high income countries can be applied to low-income countries. This study investigates whether different reserve capacities (intra-, inter-personal, and tangible) can explain the association between relative socio-economic position (SEP) and wellbeing outcome measures among Ethiopian women working in Foreign Direct Investment (FDI).

METHOD

Using a cross-sectional design, we collected quantitative survey data among 2,515 women working in the apparel and floriculture sectors in Ethiopia, measuring GHQ-12 mental health problems, multi-dimensional wellbeing, relative SEP, psychological capital (PsyCap), social support (emotional and financial social support network), and tangible assets (e.g., owning mobile phone, having access to toilet facilities). We used cluster-adjusted structural equation modelling to test whether PsyCap, social support, and/or tangible assets mediate the association between relative SEP (IV) and GHQ-12 mental health problems and multi-dimensional wellbeing (DVs).

RESULTS

PsyCap and the size of the financial support network significantly mediate the socio-economic gradient in both wellbeing outcomes. The size of the emotional social support network shows no association with multi-dimensional wellbeing and shows an unexpected negative association with GHQ-12 mental health problems scores, including a significant mediation effect. Tangible assets show no association with the wellbeing outcome measures and do not mediate socio-economic mental health problems and wellbeing inequities.

CONCLUSIONS

The RCM can be applied in low-income countries, although in unexpected ways. Similar to findings from high-income countries, PsyCap and size of the financial social support network show significant mediation effects in explaining mental health problems and wellbeing inequities in Ethiopia. These reserves could therefore serve as a buffer for socio-economic inequities in mental health and wellbeing and can therefore assist in decreasing these inequities for women working in FDI sectors in Ethiopia.

The effects of short video app-guided loving-kindness meditation on college students' mindfulness, self-compassion, positive psychological capital, and suicide ideation

OBJECTIVE

The study investigated the effects of a short video app guided loving-kindness meditation (LKM) on college students' mindfulness, self-compassion, positive psychological capital, and suicide ideation. The purpose of the study is to investigate the intervention effect of LKM training on suicidal ideation among college students with the help of the short video application and to provide an empirical basis for the exploration of early suicide intervention strategies for college students.

METHODS

We recruited 80 college students from a university in China. The final 74 eligible participants were divided into two groups: app use group (n = 37) and the control group (n = 37). The app group accepted an 8-week app use interference, while the control group underwent no interference. We measured four major variable factors (mindfulness, self-compassion, positive psychological capital, and suicide ideation) before and after the app use intervention.

RESULTS

In the app group, self-compassion and positive psychological capital were significantly higher, and suicide ideation was significantly lower than the control group. In the control group, there were no noticeable differences in any of the four variables between the pre-test and post-test.

CONCLUSIONS

Our findings demonstrate that the short video app guided LKM may help to improve self-compassion, and positive psychological capital, and reduce suicide ideation. The finding of the short video app-guided LKM's effect extends our understanding of the integrative effects of positive psychology and digital media on the reduction of suicide ideation.

The Future Positive micro-intervention protocol: A program aiming to increase a healthy life-style among employees with a low socio-economic position

This paper describes the development of a Dutch micro-intervention, Future Positive, that aims to increase health behaviors among employees with a low socio-economic position (SEP), with the ultimate aim to decrease socio-economic health inequalities. Intervention Mapping (IM) was used to adapt previously developed psychological capital interventions into a micro-intervention suitable to be delivered in the work context for employees with a low socio-economic position. The first 4 steps of IM including the results of pre-testing the developed intervention program are described. Step 1 consists of the needs assessment, and investigated (a) the individual determinants of health behavior and health inequalities, and (b) the needs of employees with a low SEP and their employers regarding the implementation of the intervention at the worksite. Matrices-of-change were produced in Step 2, and relevant methods and applications were selected in step 3. Step 4 involved the intervention development, resulting in a brief micro-intervention that will be delivered in small groups, guided by trained facilitators using motivational interviewing techniques. Program materials include informative video-clips and active and cooperative learning exercises. The intervention was pre-tested among three groups of employees. The IM process, as well as the pre-testing, revealed that emphasizing autonomy and using easy to understand and mostly visual materials offered in chunks is essential for a well-tailored intervention that is suitable for people with low SEP. Also, participation should be facilitated by employers: It should be free of costs, offered during working hours, and take place at the job site. Results showed that the Future Positive micro-intervention is substantiated by theory, applicable in a work setting (high reach), and tailored to the needs of employees with a low SEP. We therefore fill the gap in this existing range of interventions aimed to improve life-style behaviors and contribute to theory-based interventions aimed to decrease the SEP-Health gradient.

COVID-19 related stressors and mental health outcomes of expatriates in international construction

The construction industry is labor-intensive, and employees' mental health has a significant impact on occupational health and job performance. In particular, expatriates in international projects under the normalization of the epidemic are under greater pressure than domestic project employees. This paper aims to explore the association of stressors and mental health in international constructions during COVID-19. Furthermore, test the mediation effect of psychological resilience and moderating effort of international experience in this relationship. A survey of 3,091 expatriates in international construction projects was conducted. A moderating mediation model was employed to test the effect of psychological resilience and international experience. Then, statistical analysis with a bootstrap sample was used to test the mediation effect of the model, and a simple slope was used to test the moderating effect. Moderated by experience, the slope of the effect of stressors on psychological resilience changed from -1.851 to -1.323. And the slope of the effect of psychological resilience on mental health outcomes reduced by about 0.1. This suggests that experience is one of the buffering factors for individual psychological resilience of expatriates to regulate stress. Theoretically, this study verifies the mediation effect of psychological resilience between COVID-19 related stressors and mental health outcomes and importance of an expatriate's experience in an international assignment. Practically, this study provides guidelines for international construction enterprises and managers to make an assistant plan for expatriates during this pandemic time and pay more attention to their psychological status. The research also suggests that the best choice for challenging assignments is choosing a more experienced employee.

Predicting positive organizational behavior based on structural and psychological empowerment among nurses

BACKGROUND

Positive Organizational Behavior (POB) as an application of positive psychology provides the opportunity to nurses to deliver an effective and high-quality service. This study aims to predict positive organizational behavior based on structural and psychological empowerment among Nurses.

METHOD

In this descriptive-analytical study, the selected population was the nurses working in university hospitals affiliated to Kermanshah University of Medical Sciences, of which 152 people were selected using quota sampling strategy and according to the set entry criteria. The research data were collected using the standard questionnaires of Kanter's Structural Empowerment, Spreitzer's Psychological Empowerment, and Luthans' Positive Organizational Behavior, and were then entered into SPSS16 software.

RESULTS

There are significant and direct relationships between the elements of structural empowerment with positive organizational behavior (r = 1.496), and psychological empowerment with positive organizational behavior (r = 1.379). Overall structural and psychological empowerment criteria predict 29% of variance in positive organizational behavior among nurses.

CONCLUSION

This study highlights the importance of structural and psychological empowerment as strong predictors for positive organizational behavior.

Improvising resilience: The unfolding of resilient leadership in COVID-19 times

The spread of the COVID-19 pandemic in Italy has had disastrous effects on the national economy. The hospitality sector has experienced a significant impact from the crisis: starting from March 2020 it has literally collapsed. Experts believe it will take three years for the sector to recover. Confronted with a dramatic uncertainty, which imposed rapid action, hospitality leaders need to nurture resilience. To enrich current understanding of the way resilient leadership unfolds to respond to jolts, we draw on an exploratory qualitative research involving Italian hotel managers. Following in-depth interviews, we show that resilient leadership and improvisation are deeply interconnected. Their interdependence entails two practices, namely gardening and learning. This suggests a paradoxical tension: to exercise resilience, leaders need to be at the same time in the system, by actively learning from events, and outside the system, by zooming out as they focus on ongoing planning for the next move.

Preparing Workplaces for Digital Transformation: An Integrative Review and Framework of Multi-Level Factors

The rapid advancement of new digital technologies, such as smart technology, artificial intelligence (AI) and automation, robotics, cloud computing, and the Internet of Things (IoT), is fundamentally changing the nature of work and increasing concerns about the future of jobs and organizations. To keep pace with rapid disruption, companies need to update and transform business models to remain competitive. Meanwhile, the growth of advanced technologies is changing the types of skills and competencies needed in the workplace and demanded a shift in mindset among individuals, teams and organizations. The recent COVID-19 pandemic has accelerated digitalization trends, while heightening the importance of employee resilience and well-being in adapting to widespread job and technological disruption. Although digital transformation is a new and urgent imperative, there is a long trajectory of rigorous research that can readily be applied to grasp these emerging trends. Recent studies and reviews of digital transformation have primarily focused on the business and strategic levels, with only modest integration of employee-related factors. Our review article seeks to fill these critical gaps by identifying and consolidating key factors important for an organization’s overarching digital transformation. We reviewed studies across multiple disciplines and integrated the findings into a multi-level framework. At the individual level, we propose five overarching factors related to effective digital transformation among employees: technology adoption; perceptions and attitudes toward technological change; skills and training; workplace resilience and adaptability, and work-related wellbeing. At the group-level, we identified three factors necessary for digital transformation: team communication and collaboration; workplace relationships and team identification, and team adaptability and resilience. Finally, at the organizational-level, we proposed three factors for digital transformation: leadership; human resources, and organizational culture/climate. Our review of the literature confirms that multi-level factors are important when planning for and embarking on digital transformation, thereby providing a framework for future research and practice.

Psychometric Properties of Satisfaction with Life Scale (SWLS) and Psychological Capital Questionnaire (PCQ-24) in the Lithuanian Population

This study aimed to explore psychometric properties of satisfaction with life scale (SWLS) and psychological capital questionnaire (PCQ-24) in the Lithuanian representative sample (n = 2003, M = 50.67, SD = 17.46). It was significant to validate instruments concerning the fact that Lithuanians' life satisfaction surveys demonstrated divergent results depending on the assessment tools they used. This study applied the SWLS, created by Diener et al. (1985), and the PCQ-24, created by Luthans et al. (2007). The findings demonstrated the internal consistency of the SWLS instrument, evidencing it as an adequate measure to evaluate satisfaction with life (α = 0.893; TLI = 0.988; NFI = 0.997; RMSEA = 0.059 [0.033-0.088]; CFI = 0.998; SRMR = 0.0077; AVE = 0.764; CR = 0.886). The Lith-PCQ-21 analysis demonstrated the internal consistency of the instrument (α = 0.957) and good fit of the factorial structure (χ2 = 2305.383; DF = 185; TLI = 0.915; NFI = 0.920; RMSEA = 0.077 [0.075-0.080]; CFI = 0.925; SRMR = 0.0450; AVE = 0.814; CR = 0.946), evidencing the instrument as an adequate measure to evaluate psychological capital. This research confirmed that both instruments (SWLS and Lith-PCQ-21) not only have an acceptable validity, including construct validity, but they are also interrelated (χ2 = 3088.762; DF = 294; TLI = 0.913; NFI = 0.914; RMSEA = 0.070 [0.068-0.073]; CFI = 0.922; SRMR = 0.0469), and can be considered appropriate for monitoring life satisfaction and psychological capital of the Lithuanian population.

Self-reported health-related experiences, psychological capital, and psychological wellbeing in Lithuanian adults sample

The purpose of this research was to examine psychological wellbeing and psychological capital in groups of subjectively healthy and unhealthy individuals and identify significant associations. We have analyzed the results of a Lithuanian representative sample of adults (n = 1001). Results showed that adult respondents who reported the absence of cardiovascular diseases, nervous system diseases, autoimmune diseases, diabetes, vision disorders, physical or mental disability, and substance abuse demonstrated significantly higher scores for flourishing, life satisfaction, psychological capital, self-efficacy, hope, and resilience. The model on associations between the number of reported diseases, psychological capital, and wellbeing in the representative sample of adults (χ² = 110.786, df = 16; CFI = .981; RMSEA = .077; NFI = 0.978; TLI = 0.968) indicated that a higher number of diseases (per person) predicts a weakening effect on psychological capital, while psychological capital predicts psychological wellbeing.

Propiedades psicométricas del Instrumento para evaluar capital psicológico en las Organizaciones Ipsicap-24

La literatura científica ha reportado resultados importantes sobre el papel del capital psicológico como antecedente, consecuente, mediador o moderador de variables del comportamiento organizacional. Partiendo de la necesidad de instrumentos de medida adecuados para cada población, el objetivo de esta investigación es presentar un análisis de las propiedades psicométricas del Ipsicap-24. En el estudio participaron tres muestras de trabajadores colombianos provenientes de organizaciones de varios sectores de la economía y caracterización sociodemográfica variada. Con datos de la primera muestra (N = 1517), dividida aleatoriamente en dos partes, se realizaron Análisis Factorial Exploratorio y Confirmatorio, así el Ipsicap original de 36 ítems dio origen al Ipsicap-24, conformado por cuatro escalas: esperanza (7 ítems), optimismo (7 ítems), resiliencia (6 ítems) y autoeficacia (4 ítems). Para obtener evidencia de validez convergente y divergente del Ipsicap-24, respectivamente, la segunda muestra (N = 428) respondió el Cuestionario Utrecht Work Engagement (UWES); y la tercera muestra (N = 105), el Cuestionario General de Salud (General Health Questionnaire, GHQ-28). Los resultados obtenidos aportan evidencia de consistencia interna y validez de constructo para el Ipsicap-24. Esta nueva herramienta permite la evaluación válida y confiable del capital psicológico en trabajadores colombianos.

Not Me, But Reflects Me: Validating a Simple Implicit Measure of Psychological Capital

We propose the recently introduced implicit measure of psychological capital (PsyCap), the Implicit Psychological Capital Questionnaire (I-PCQ; Harms & Luthans, 2012), can provide a needed valid alternative to the self-report Psychological Capital Questionnaire (PCQ). We explain the development of the I-PCQ items, assess the structural validity of the instrument, test its vulnerability to response distortion, and assess its capacity to predicting work attitudes and behaviors vis-à-vis the PCQ and Big Five personality facets. We found that the I-PCQ demonstrated acceptable structural validity that was consistent with and added to prior theorizing, was resistant to response distortion, and predicted work outcomes above and beyond the widely used self-report PCQ and Big Five personality traits. We conclude that the I-PCQ represents a valid, easily administered measure of psychological capital that minimizes problems associated with self-reports and is appropriate for use in work settings.