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...otions, has been suggested as another important factor to be leveraged by organizations to achieve competitive advantage in today’s global economy. Like human capital, psychologic capital can be viewed as assets to be embraced, developed, and managed by organizations to achieve effective job performance and organizational results. As noted in the discussion of EI, psychologic capital is conceptually defined as being both dispositional and learned developmental. Research studies have shown various measures of psychologic capital to be positively related to job satisfaction and job performance (Luthans et al. 2007), organizational commitment (Youssef and Luthans 2007), and employee absenteeism (Avey et al. 2006). Resiliency In these turbulent times, an understanding of the factors that can strengthen and promote resiliency (i.e., the ability 62 L. Froman 123 to ‘‘bounce back’’ from adversity or personal setbacks) among employees has taken on an increasingly heightened sense of meaning and urgency. According to the Bureau of Labor Statistics, the average worker in the United States will hold more than ten jobs during his or her lifetime (Luthans et al. 2006). As current job losses and layoffs indicate, t...

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...inning we have defined and taken a strong stance that POB research must adhere to the highest scientific standards for developing theory and validation of these theories (see, Luthans, 2002a). 324 Lu t h a n s & av o L i o i n Jo u r n a l o f or g a n i z a t i o n a l Be h a v i o r 30 (2009) From the outset, we have tried to encourage all those working in or contemplating work in POB to concentrate on providing sound theoretical grounding (Luthans, Youssef, & Avolio, 2007), while also establishing the validity of the theory-driven constructs and measures used in research on POB (see, e.g., Luthans, Avolio, Avey, & Norman, 2007). Consequently, using our full endorsement of Hackman’s call for the highest standards as a point of departure, we will structure this article to address most of his identified “Perils” and emphasize where we feel further inquiry is necessary. The Impetus for POB The first question that Hackman raises is that, unlike the impetus for positive psychology, POB did not really need to start by reacting to organizational negativity and pathologies. Although the impetus and foundation for POB is largely derived from the positive psychology literature, especially in terms of its demand for theory, re...

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...g competitive advantage. Moreover, psychological capital goes beyond human and social capital to gain a competitive advantage through investment/development of “who you are” and “what you can become” =-=[14, 17, 18]-=-. This psychological capital construct has been found to be associated to several workplace outcomes, such as employee performance, job satisfaction and absenteeism [2, 18]. To date, there have been f...

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...ates positive impacts on desirable outcomes. When combined, these four positive psychological resources have been shown conceptually (Luthans,sYoussef, et al., 2007; Stajkovic, 2006) and empiricallys(=-=Luthans, Avolio, Avey, & Norman, 2007-=-) to constitute a higher order, core construct. The common featuresamong the four is “one’s positive appraisal of circumstances and probability for success based on motivatedseffort and perseverance” ...

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... job satisfaction, organizational citizenship, positive affect,s1 organizational commitment, etc. are all examples of well researched constructs that focus on thespositive aspects of people and work (=-=Luthans, Avolio, Avey, & Norman, 2007-=-).sThe first broadsgoal of this research was to critically examine engagement and other related psychologicalsconstructs.sThe second broad goal of the current research was to bring together engagement...

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... on bringing positive psychology (Seligman & Csikszentmihalyi,s2000) to the workplace (Luthans & Avolio, 2009). It can be linked to several workplace outcomes includingsperformance and satisfaction, (=-=Luthans et al., 2007-=-a), job satisfaction, organizational commitment, (Larson &sLuthans, 2004), decreases in stress and turnover, (Avey, Luthans, & Jensen, 2009), reduced absenteeism (Avey etsal., 2006), performance, and ...

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...ists’ adaptive strategies in controllable andsincontrollable eventssThese considerations have important implications for the literature on positivespsychological capital development in organizations (=-=Luthans et al., 2007-=-).sUnderstanding how positive psychological capabilities impact on performancesoutcomes is important because of the assumption that these capabilities (includingsoptimism, hope, self-confidence and re...