Psychological Capital of the Organization in the Context of Resource and Socio-Psychological Approaches

Abstract

Objective. Analysis of the possibilities to supply the parameters of psychological capital with the collectivistic orientation parameter; to analyze the concept of collectivistic orientation. Background. The transfer of the term “human capital” from economics to psychology required specification and differentiation. The concepts of socio-psychological capital, cognitive social capital, and psychological capital emphasize different facets of the “human factor”, which can be considered as a resource in the broad sense of the word. The interpretations of socio-psychological capital and cognitive social capital are substantially similar. Researchers of cognitive social capital consider it in four aspects (resource, network, economic, and socio-psychological). In this study, the focus is on resource and socio-psychological aspects; the resource approach understands social capital as a combination of real and potential resources of people, the socio-psychological approach studies the content of social capital. At the same time, the analysis of modern approaches to the study of psychological capital indicates the need to include in its structure the parameter of collectivistic orientation, proposed in the scientific school of A.V. Petrovsky. Methodology. Positive organizational psychology, method of comparative analysis. Conclusions. In modern social Sciences, the psychological capital of personnel is considered as a system of personal resources, which include self-efficacy, optimism, vision of the future (goal setting) and resilience. Psychological capital is associated with the psychological well-being of staff and the effectiveness of professional activities. The positive relationship between psychological capital and tolerance to uncertainty is revealed. The analysis of ideas about psychological capital in the organizational context has shown that it is appropriate to add to its components a collectivistic focus on interaction with people and the ability to accept goals set from outside as their own. This addition opens up new perspectives for research on psychological capital as an important factor in the development of an organization.