Psikolojik Sermaye (PsyCap) Nedir? Faktörleri Nelerdir? Nasıl Geliştirilir?
Psikolojik Sermaye (PsyCap) Nedir?
The concept of psychological capital, which is a synergistic expression of the positive powers of individuals, has been one of the subjects that has been widely researched in the field of positive organizational behavior in recent years. Employees who can use their positive power effectively within the organization can affect corporate outputs more positively than other people.
Positive organizational behavior, which has developed as a reflection of positive psychology in the field of organizational behavior, can be defined as a positive application and study of human resource forces and psychological capacities that can be measured, developed and managed to effectively improve performance (Luthans, 2002b: 59). The field of positive organizational behavior basically aims to measure and develop the positive psychological capital of employees and to be able to effectively manage them in transforming them into organizational outputs.
Psikolojik Sermaye Faktörleri Nelerdir?
The concept of psychological capital, which can be defined as the positive psychological developmental state of an individual; (1) Putting enough effort to successfully complete difficult tasks and having the confidence (self-efficacy) to take responsibility; (2) Developing a positive attribution (optimism) about being successful now or in the future; It consists of four basic elements: (3) perseverance towards goals and finding new ways to achieve goals when necessary (hope), and (4) resilience and resilience to achieve success when surrounded by problems and difficulties (Luthans et al. , 2007b: 3). Psychological capital, which creates a unique superstructure by the combination of these four factors, represents a person's positive evaluation of the possibility and conditions of success based on a motivated effort and determination (Luthans et al., 2007a: 550).
Luthans et al. (2007b: 19) stated how the components of psychological capital interact as follows: Hopeful people who have plans to achieve their goals and are determined to follow these plans will be more motivated to overcome difficulties and thus show more resilience. Self-confident people will be able to transfer and apply their hopeful, optimistic nature and resilience to special areas in their lives. Resilient people will be adept at using the adaptive mechanisms necessary for realistic and flexible optimism. The psychological capital components of self-confidence, hope, and resilience, respectively, can contribute to an optimistic explanatory style through controlled internalized perceptions of the situation. All this is just a reflection of the many positive outcomes that result from the interaction between psychological capital factors.
When these four components are brought together, they create a core construct / second order construct by creating a synergetic effect and positively affect organizational outputs such as performance (Luthans et al., 2007a; Luthans et al., 2007b; Luthans et al., 2008a; Luthans et al., 2010). The biggest competitive advantage of psychological capital is that it has a state-like feature and thus has an aspect that is open to development through training (Luthans et al., 2006a; Luthans et al., 2007ab; Luthans et al., 2008a; Luthans et al., 2010).
Psikolojik Sermaye Nasıl Geliştirilir?
Although the foundations of the studies on the development of hope, self-confidence, optimism and resilience, which are the components of psychological capital, are based on a long time ago, the basic studies on the development of psychological capital by integrating them with each other were carried out by Luthans et al. (Luthans et al., 2006; Luthans et al. , 2007b; Luthans et al., 2008b; Luthans et al., 2010). These studies include practices, methods and techniques related to the development of psychological capital.
Umut Faktörü
Snyder (2000: 8) the concept of hope; He defined it as the sum of perceived capabilities, which includes developing “pathways” for desired “goals” and “agency” in using these paths. In the training process, a three-pronged strategy is followed in order to ensure that the participants design goals, develop ways to achieve goals, and overcome the obstacles they will encounter in this process (Luthans et al., 2006: 388-389). For example, each participant identifies what are the "work-related" goals that are valuable to him or her. They specify their targets in accordance with the specified target criteria. Participants are then asked to divide their goals into sub-goals; so that the goals become more attainable and manageable. In the second stage, participants are asked to develop alternative ways as much as possible to achieve the goals they have set. The participants, who come together in small groups, reveal synergistic solutions in this regard with the sharings within the group. In the other stage, the necessary resources to follow each path towards the goal are considered and unrealistic paths are eliminated and more realistic paths are determined. In the last part, the obstacles are worked on. Emphasis is placed on participants' goal setting processes and the development of their planning and future-seeking skills in order to overcome potential obstacles.
Özgüven Faktörü
Bandura (1997, 2000) stated in his studies that self-confidence (self-efficacy) can be developed in four ways. These; These are “mastery experience”, “modeling-indirect learning”, “social persuasion” and “emotional stimulation”. In short, a person's self-confidence can increase by successfully completing a task, seeing a similar person who has successfully completed it, receiving positive feedback, and being in a positive mood. Self-confidence development practices are carried out within the framework of these four dimensions. For example, after participants practice building their step-by-step technique for achieving their goals, they explain each sub-goal to the group by answering questions about how they will achieve it. Task mastery for the design and monitoring of objectives is gained through this process. Then modeling kicks in and each participant sees group members working towards their goals and hears their success stories about how to achieve their goals. This stage includes emotional stimulation and is influenced by positive expectations of achieving goals. They are also influenced by the social persuasion of the seminar manager and group members (Luthans et al., 2010: 66).
İyimserlik Faktörü
The purpose of optimism development practices is basically to improve people's expectations of positive results in the future (Carver & Scheier, 2002) and positive explanation style (Seligman, 2007). Seligman (2007) included basic methods and practices for developing optimism in his study. In addition, studies on the development of self-confidence and hope, which are among other psychological capital components, have a positive effect on optimism (Luthans et al., 2006: 389). For example, in the development of optimism, “path building” and “planning obstacles” provide a basis for general positive expectations. As participants become more confident, that is, as they identify obstacles and make plans to overcome them, the expectation of achieving goals increases; therefore, negative expectations are questioned, paths to success are seen and options for overcoming difficulties begin to be noticed. The positive expectations of the individuals increase with the feedback in the group. Because when the participants see the expectations of other group members and their plans for success, their expectations of success, that is, their level of optimism, increase (Luthans et al., 2010: 66).
Dayanıklılık Faktörü
The studies of Masten (2001) and Masten and Reed (2002) in the field of developmental psychology are based on the studies on the development of resilience, which can be defined as the ability of individuals to cope successfully with a significant change, difficulty and risk situation (Stewart et al., 1997: 22). is located. Three basic factors play a role in the development of resilience: “asset”, “risk” and “impact processes”. While asset factors increase the level of resilience, risk factors refer to factors that decrease resilience, and process factors refer to increasing the strength of human adaptation systems (Masten & Reed, 2002). In summary, in the development of resilience, participants first become aware of their personal resources (such as abilities, skills and social environment) towards the goal they set. By listing all these resources, the participants are encouraged to use the necessary resources as “leverage”. In the next stage, the participants are informed about the possible obstacles that they may encounter and they are provided to make plans to prevent them (Luthans, et al., 2010: 67).
NOTLAR
Psychological Capital Development Training
The development of psychological capital is very important for both individuals and institutions. People with high psychological capital and the institutions in which these people are involved show higher performance. Therefore, trainings for the development of psychological capital provide significant gains to institutions.
Türkiye de ilk defa psikolojik sermaye geliştirme eğitimi Dr. Tayfun Topaloğlu tarafından gerçekleştirilmiştir. The findings of this training held in İzmir Viking A.Ş. have also been the subject of a scientific research.
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What is psychological capital? How to develop psychological capital? PsyCap Training PsyCap Training Turkey, Tayfun Topaloğlu, Online PsyCap Training…
