Psychological Capital and Organizational Ambidexterity

Victor Barinua, M. Chima, Uchenna Lilian
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引用次数: 1

Abstract

Psychological capital is employee’s positive state in obtaining and sustaining the competitive advantage. Psychological capital is referred to as the “HERO within” indicating what individuals are likely to achieve with, as opposed to what they are likely to achieve without, positive psychological resources. This acronym also connotes the four positive cognitive resources constituting psychological capital: Hope, Efficacy, Resiliency, and Optimism. It is posited that these resources tend to work together resulting into superior performance. This paper examines the relationship between psychological capital and organizational ambidexterity. The paper is conceptual in nature and reviewed extant literature. The findings from the reviewed literature revealed that many psychological attributes are yardsticks for the survival of any organization, these are: consistence, perseverance, appreciation, innovative etc. Managers’ ambidextrous behaviors’ needs to be developed and utilized for smooth running of any institution and on time too. The study recommends that management of organizations can help their managers, through training and re-training to develop their psychological capital. Also, employees with low psychological capital should not always be used in critical situations that need urgent attention.
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心理资本与组织双重性
心理资本是员工获取和保持竞争优势的积极状态。心理资本被称为“内在英雄”,它表明个体在拥有积极心理资源的情况下可能实现的目标,而不是在没有积极心理资源的情况下可能实现的目标。这个首字母缩略词也暗示了构成心理资本的四种积极的认知资源:希望、效率、弹性和乐观。假设这些资源倾向于协同工作,从而产生卓越的性能。本文探讨了心理资本与组织双元性之间的关系。本文是概念性的,并对现有文献进行了综述。从文献综述中发现,许多心理属性是任何组织生存的标准,这些是:一致性,毅力,欣赏,创新等。管理者的“双灵巧行为”需要发展和利用,以确保任何机构的顺利运行和准时。研究建议,组织管理者可以通过培训和再培训来帮助管理者发展心理资本。同时,心理资本低的员工也不应该总是被用于需要紧急关注的紧急情况。
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