ISSN 0439-755X
CN 11-1911/B

心理学报 ›› 2009, Vol. 41 ›› Issue (09): 875-888.

• • 上一篇    下一篇

心理资本: 本土量表的开发及中西比较


  1. (1北京师范大学管理学院, 北京 100875) (2中国人民大学劳动人事学院, 北京 100872)
  • 收稿日期:2008-09-23 修回日期:1900-01-01 出版日期:2009-09-30 发布日期:2009-09-30
  • 通讯作者: 柯江林

Psychological Capital: Chinese Indigenous Scale’s Development and Its Validity Comparison with the Western Scale

KE Jiang-Lin;SUN Jian-Min;LI Yong-Rui   

  1. (1School of Management, Beijing Normal University, Beijing 100875, China)
    (2School of Labor Relations and Human Resources, Renmin University of China, Beijing 100872, China)
  • Received:2008-09-23 Revised:1900-01-01 Online:2009-09-30 Published:2009-09-30
  • Contact: KE Jiang-Lin

摘要: 开发了本土心理资本量表, 并将之与西方量表进行了比较。结果显示, 本土心理资本构念具有二阶双因素结构: 事务型心理资本(自信勇敢、乐观希望、奋发进取与坚韧顽强)与人际型心理资本(谦虚诚稳、包容宽恕、尊敬礼让与感恩奉献)。事务型心理资本与西方心理资本基本相似, 人际型心理资本则具有本土文化气息。本土量表具有良好的效标关联效度, 人际型心理资本、事务型心理资本和任务绩效、周边绩效、工作满意度、工作投入及组织承诺显著正相关, 人际型心理资本与传统性、相依我正向关系显著。相比西方量表, 本土量表的信效度更好, 对工作绩效有更强的解释能力, 尤其是对周边绩效。建议进行心理资本研究时应充分考虑中西文化差异, 对组织而言, 则应重视对雇员本土心理资本各要素的开发与管理。

关键词: 心理资本, 本土量表开发, 工作绩效, 文化差异

Abstract: Originated from positive psychology, psychological capital is regarded by some researchers and practitio-ners in the field of human resource management as one of the individual competitive advantage sources beyond human capital and social capital. As defined by Fred Luthans, a pioneer scholar in this research area, psycho-logical capital is the positively-oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in the workplace. Generally, this construct consists of four dimensions, self-efficacy/confidence, hope, optimism, and resiliency. Some empirical research indicated that employee’s psychological capital has positive impacts on good work attitudes, behaviors and performance. It would be worthwhile to examine the external validity of psychological capital in a transition society such as China considering the cultural differences, which is the core root of psychological capital. Al-though there are already a few empirical studies about psychological capital in China, those are mostly replica-tions of western studies. We need more indigenous studies to demonstrate the potential differences in psycho-logical capital between different cultures.
The main purpose of this study is to develop a scale of indigenous psychological capital construct in the context of Chinese culture. Several methods were taken to collect the measurement items of indigenous psy-chological capital scale, including depth interview, literature review, successful person’s biography material, and unstructured questionnaire survey. After that, we used item analysis, reliability analysis, factor analysis, correla-tion analysis and regression analysis to test the liability and validity of the developed scale.
The results indicated that indigenous psychological capital construct has two high-order factors, task-oriented psychological capital and guanxi-oriented psychological capital. Each dimension has four sub-dimensions respectively. Task-oriented psychological capital includes self-confidence and courage, opti-mism and hope, spirit of enterprise and diligence, resiliency and perseverance. Guanxi-oriented psychological capital consists of toleration and forgiveness, respecting and courtesy, modesty and prudence, thanksgiving and dedication. To a great extent, task-oriented psychological capital is similar to the structure of western psycho-logical capital, but guanxi-oriented psychological capital is very special for its characteristics with Chinese cul-ture. Indigenous scale of psychological capital has good criterion-related validity. Both task-oriented psycho-logical capital and guanxi-oriented psychological capital are significantly related with task performance, con-textual performance, job satisfaction, job involvement and organization commitment, meanwhile guanxi- ori-ented psychological capital is related with traditional values and dependent self. Regression analysis indicated that indigenous psychological capital can explain more variances of employee’s task performance and contextual performance than western psychological capital.
The authors suggest that the cultural differences between the Chinese and western should be considered when building the indigenous psychological capital theory and Chinese organizations should pay attention to developing and managing employee’s psychological capital.

Key words: psychological capital, indigenous scale’s development, job performance, cultural difference