Measuring Psychological Capital in Non-Profit Social Service Organizations
AuthorFirestone, David John
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This study examined social service non&ndashprofit organization (SSNPO) employee perception of non&ndashwork related variables and demographic variables as predictors of rates of Psychological Capital. This study was conducted at two organizations that serve people with developmental disabilities in Nevada. Three dimensions of non&ndashwork variables were examined: perception of quality of non&ndashwork relationships; satisfaction with levels of social/recreational activities; and perception of health. Additionally, five demographic variables were explored in relationship to psychological capital outcomes: income, education level, worksite, gender and relationship status. The study design utilized a cross&ndashsectional, mixed&ndashmethod survey. Data collection relied on a structured self&ndashadministered questionnaire from a sample of 177 direct&ndashcare staff and mid&ndashlevel supervisors of the two organizations. The individual employee was the unit of analysis. Findings indicate that perception of health, satisfaction with levels of social/recreational activities, relationship status, worksite, and income were significant predictors of psychological capital as measured by the Psychological Capital Questionnaire (PCQ) among the SSNPO employees. The findings suggest that the construct of Psycap is reliable for use with SSNPO employees. Non&ndashwork variables of health and levels of social/recreational activities had the highest level of significance and effect among the individual independent variables tested. Additionally, combined independent variables of health, levels of social/recreational activities and worksite accounted for the highest levels of variance in rates of Psycap. These findings suggest that psychological capital is strongly associated with other aspects of the employee&rsquos life that are not directly work&ndashrelated. Recommendations are included to promote increased research on psychological capital within SSNPO employees and for SSNPO human resource development strategies.