Personnel Psychology · 2007 · 4.6K citations · 72 references
Social SciencesOrganizational BehaviorPsychologyIndividual DifferencesPersonality PsychologyPsychometricsEmployee Well-beingJob SatisfactionMental Well-beingPsychological Well-beingWorkforce Well-beingWorkplace Well-beingEmployee Well-being MeasurementJob Satisfaction MeasurementPersonality FacetsPsychometric ModelingPsychometric ReliabilityWork Performance MeasurementWork SatisfactionWorkplace Resilience
The article concludes by discussing limitations and practical implications. The study aimed to examine how hope, resilience, optimism, and efficacy, individually and as a composite higher‑order factor, predict work performance and satisfaction. The authors conducted two studies, developing a new survey measure to assess the four facets and a composite factor, and then testing its predictive validity. Study 1 confirmed the new survey measure.
Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher‐order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.
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