a Department of Management, The Culverhouse College of Commerce , University of Alabama.
b Department of Management, College of Business , University of Texas at San Antonio.
J Pers Assess. 2018 Sep-Oct;100(5):551-562. doi: 10.1080/00223891.2018.1480489. Epub 2018 Jun 21.
We propose the recently introduced implicit measure of psychological capital (PsyCap), the Implicit Psychological Capital Questionnaire (I-PCQ; Harms & Luthans, 2012), can provide a needed valid alternative to the self-report Psychological Capital Questionnaire (PCQ). We explain the development of the I-PCQ items, assess the structural validity of the instrument, test its vulnerability to response distortion, and assess its capacity to predicting work attitudes and behaviors vis-à-vis the PCQ and Big Five personality facets. We found that the I-PCQ demonstrated acceptable structural validity that was consistent with and added to prior theorizing, was resistant to response distortion, and predicted work outcomes above and beyond the widely used self-report PCQ and Big Five personality traits. We conclude that the I-PCQ represents a valid, easily administered measure of psychological capital that minimizes problems associated with self-reports and is appropriate for use in work settings.
我们提出了最近引入的心理资本的隐含测量（PsyCap），即隐含心理资本问卷（I-PCQ；Harms 和 Luthans，2012），它可以为自我报告的心理资本问卷（PCQ）提供一个有效的替代方案。我们解释了 I-PCQ 项目的开发，评估了该工具的结构有效性，测试了它对反应扭曲的脆弱性，并评估了它相对于 PCQ 和大五人格特质预测工作态度和行为的能力。我们发现，I-PCQ 表现出可接受的结构有效性，与先前的理论一致，并有所补充，对反应扭曲具有抵抗力，并且预测工作结果优于广泛使用的自我报告 PCQ 和大五人格特质。我们的结论是，I-PCQ 代表了一种有效的、易于管理的心理资本测量方法，它最大限度地减少了与自我报告相关的问题，并且适合在工作环境中使用。
