Psychological capital, Big Five traits, and employee outcomes

Abstract

Purpose – The aim of this paper was to examine the incremental validity of positive psychological capital (PsyCap) in predicting several important employee outcomes while controlling for a full range of personality traits. Design/methodology/approach – Using a cross-sectional field study design, the authors collected data from 373 employees in South Korea. Findings – Hierarchical multiple regression analyses revealed that employees' PsyCap is related to their perceived performance, turnover intention, work happiness, and subjective well-being, even after controlling for the Big Five personality traits. Research limitations/implications – By controlling for the Big Five traits, this study was able to evaluate the role of PsyCap more precisely. However, as the data were collected from the same source at one point in time, common method variance is a potential issue. Practical implications – The findings suggest that managers need to focus on developing employees' PsyCap, given its unique effect on the outcome variables. Social implications – By developing employees' PsyCap, organizations could turn work into a significant source of happiness and life satisfaction for their employees. Originality/value – This study identified the broad and unique effect of PsyCap on work and life outcomes beyond personality traits.