Employee’s Psychological Capital Reconstruction Under Local Situation

Individual psychological capital development issue has sparked heated discussion and close attention in management researches and relevant academic areas. This is due to the two reasons. Firstly, seen form the macro-economy, an increasing number of pervious literatures demonstrated that psychological capital explicitly enhances employee’s work performance especially in currently rapid development economic environment. While the staff, as a dynamic organization operation carrier, whose performance can be viewed as an important manifestation of organization core competitiveness. Secondly, positive psychological capital has become academic research hotspot field because of some social events and psychological diffraction vocabulary such as "positive energy" and "Foxconn13jump". This relative mature psychological capital definition and scale dimensions are derived from West countries, but Chinese economy and market has its unique cultural history and interpersonal social relation model, therefore, it is urgent for Chinese scholars to develop a scientific accurate definition under local contexts and design a high reliability and validity psychological capital appraisal scale. However, at present, the localization of psychological capital in China is still in the exploratory stage.The purpose of this thesis is to re-define and re-construct psychological capital under local context. This thesis contains five sections and is organized as follows. Section1is the introduction part which presents the main issue, the overall structure, research methods, and innovation points. Section2lays out the theoretical dimensions, presents the most prominent framework, and also reviews relevant literatures in terms of psychological capital and psychological capital reconstruction. Section3and4are the core methodology and empirical part of this paper. Section3introduces the theory and methodology adopted and concludes to a localized definition and scales of psychological capital. In section4, an initial evaluation questionnaire of localization psychological capital is constructed from the qualitative research based on grounded theory. An empirical analysis of this initial questionnaire is testified and then comes up to improvement suggestions which contribute to the optimization of a formal psychological capital evaluation questionnaire. The last section summarizes the main conclusions, tries to raise the practical and policy recommendations and suggestions of employees’psychological capital of reconstruction and improvement, and also lists the limitations of this thesis and advices for future study.There are three main findings that have been arrived at as follows. Firstly, this study is a qualitative research based on grounded theory which is further consisted of the process of literature review, interview, opening questionnaires, declarative collection, and declarative encoded analysis. A new three second-order dimensional structure and definition of localized psychological capital is surfaced after the above researches. This thesis suggests that under Chinese local context employee’s psychological capital can be indentified from three perspectives which are subjective-factor psychological capital (which includes motivation, tensile, optimism, confidence and courage these five first-order dimensions), social-factor psychological capital (which is combined of adaptation, humility, gratitude and respect these four first-order dimensions), and emotional-factor psychological capital (which is consisted of encompasses both emotional and adversity quotient these two first-order dimensions). Secondly, besides the new local definition of psychological capital, this thesis also designed a60questions evaluation questionnaire to do an empirical analysis of the local employee psychological capital. Drawing the support of STATA12.0, SPSS16.0, and AMOS7.0statistical analysis system, the results from internal consistency reliability, validity analysis, and exploratory factor analysis provide with guidance to revise and improve the initial evaluation questionnaire to the official one. Finally, a40questions evaluation questionnaire about how to test and develop psychological capital under Chinese context is amended and consummated. This paper also did an empirical analysis research which includes internal consistency reliability testing, content validity, convergent validity, discriminate validity test and confirmatory factor analysis. And eventually develop a scientific and reliable local psychological capital evaluation questionnaire.The conclusions of this thesis is built on the systematic qualitative researches and grounded theory, thus the results have high sense of reference power. Furthermore, the exploration of local contexts psychological capital appraisal scale provides a scientific guide for organization to identify, measure, and improve employee psychological capital and performance. In a nut shell, this paper not only can be viewed as a synthesizing and supplementing of localization research of psychological capital but also shied a light on the field of Chinese localization of psychological capital research in some degree.