Abstract

The leadership field has been giving increasing attention to the impact that leadership styles and behaviors have on employee health and well-being (for a relevant meta-analysis, see Kuoppala, Lamminpaa, Liira, & Vainio, 2008). In addi-tion, the core construct of psychological capital (PsyCap) has been applied to both well-being (Avey, Luthans, Smith, & Palmer, 2010) and leadership (e.g., see Luthans & Avolio, 2003; Youssef & Luthans, 2012). However, extending PsyCap into the life domains of relationships and health to help today’s organizational leaders meet the challenges of employee well-being has not yet been attempted. Thus, the purpose of this study is to extend the now widely recognized core construct of “Psychological Capital ” or simply PsyCap