PsyCap Training: Increasing the Psychological Capital of Company X Employees in Facing the Era of Disruption

Indri Suryani; Gamma Rahmita Ureka Hakim

doi:10.17977/um023v13i12024p119-130

PsyCap Training: Increasing the Psychological Capital of Company X Employees in Facing the Era of Disruption

Indri Suryani, Gamma Rahmita Ureka Hakim

Abstract

Psychological capital is a psychological construct encompassing self-efficacy, optimism, hope, and resilience, which are core factors that contribute to the emergence of positive organizational behavior (POB) or measurable, developable, and channelable positive behavior in an organization. Developing psychological resources becomes crucial for facing challenges and changes during an era of IT industry disruption. This research examines the effectiveness of a PsyCap training program in increasing the psychological capital of Company X employees in facing the disruption era. The quantitative research method with a quasi-experimental research design was used to measure changes in values during the intervention (pretest-posttest). A purposive sampling technique was used to select 60 subjects based on their level of psychological capital characteristics. The PsyCap training program was designed based on Luthans’ theoretical framework, utilizing treatment instruments in the form of a PsyCap training module. Data analysis involves two types of analysis: descriptive analysis and parametric statistical analysis using the paired sample t-test. The research findings reveal a comparison of the level of psychological capital between experimental and control groups, with a gain score value of .001 (less than .05) and a sufficient level of effectiveness (66 percent). The results of this research suggest that PsyCap training treatment on an experimental group of employees at Company X is effective for enhancing psychological capital. As a suggestion for future researchers, it is recommended that they be more cautious in controlling the presence of extraneous variables.

Full Text:

PDF

References

Aldoobie, N. (2015). ADDIE Model. American International Journal of Contemporary Research, 5(6), 68–72.

Bahtiar, F. W., Amin, I., & Chrisbiyanto, A. (2020, July 9). Pandemi Percepat Disrupsi Digital. SINDOnews. Retrieved from https://ekbis.sindonews.com/read/95000/34/pandemi-percepat-disrupsi-digital-1594249628

Bulus, M. (2021). Sample Size Determination and Optimal Design of Randomized/Non-equivalent Pretest-Posttest Control-Group Designs. Adıyaman University Journal of Educational Sciences, 11(1), 48–69. https://doi.org/10.17984/adyuebd.941434

Djayaputra, F. I., Juliet, L., Jihan A. R., F., Maharani, S., Lauwren, N., Audrea P. A., Z., & Anastasia W., M. (2020). Potensi Startup Digital untuk Sustain pada Masa Pandemi Corona di Indonesia. Jurnal Vicidi, 10(2), 41–54. https://doi.org/10.37715/vicidi.v10i2.1929

Hake, B. J. (1999). Lifelong Learning in Late Modernity: The Challenges to Society, Organizations, and Individuals. Adult Education Quarterly, 49(2), 79–90. https://doi.org/10.1177/074171369904900201

Kivimaa, P., Laakso, S., Lonkila, A., & Kaljonen, M. (2021). Moving Beyond Disruptive Innovation: A Review of Disruption in Sustainability Transitions. Environmental Innovation and Societal Transitions, 38, 110–126. https://doi.org/10.1016/j.eist.2020.12.001

Luo, C.-Y., Tsai, C.-H. (Ken), Su, C.-H. (Joan), Kim, H. J., Gao, J.-L., & Chen, M.-H. (2022). How Does Hotel Employees’ Psychological Capital Promote Adaptive Performance? The Role of Change Readiness. Journal of Hospitality and Tourism Management, 51, 491–501. https://doi.org/10.1016/j.jhtm.2022.05.006

Luthans, F., & Broad, J. D. (2022). Positive Psychological Capital to Help Combat the Mental Health Fallout From the Pandemic and VUCA Environment. Organizational Dynamics, 51(2), 100817. https://doi.org/10.1016/j.orgdyn.2020.100817

Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Positive Organizational Behavior. In D. L. Nelson & C. L. Cooper (Eds.), Positive Organizational Behavior (pp. 9–24). London: SAGE Publications Ltd. https://doi.org/10.4135/9781446212752

Munawar, H. S., Mojtahedi, M., Hammad, A. W. A., Kouzani, A., & Mahmud, M. A. P. (2022). Disruptive Technologies as a Solution for Disaster Risk Management: A Review. The Science of the Total Environment, 806(Pt 3), 151351. https://doi.org/10.1016/j.scitotenv.2021.151351

Parinsi, W. K., & Musa, D. A. L. (2023). Strategi Pengelolaan Sumber Daya Manusia untuk Meningkatkan Kinerja Perusahaan yang Berkelanjutan di Industri 4.0. Jurnal Manajemen dan Sains (J-MAS), 8(2), 1385–1393. https://doi.org/10.33087/jmas.v8i2.1510

Pett, B. (2024). The Effects of Disruption on Manager-Leader Psychological Capital During the COVID-19 Pandemic (Doctoral dissertation). Athabasca University, Athabasca. Retrieved from http://hdl.handle.net/10791/432

Purwono, U. (2008). Standar Penilaian Bahan Ajar. Jakarta: Badan Standar Nasional Pendidikan.

Rahmentio, Y., Rahman, A., Putra, D. G., & Aprayuda, R. (2022). Apakah Efek Pandemi COVID-19 Meningkatkan Return Saham Perusahaan Teknologi? Jurnal Ecogen, 5(2), 194–202. https://doi.org/10.24036/jmpe.v5i2.13107

Revinka, S. (2021). Pengaruh Pandemi COVID-19 terhadap Nilai Perusahaan pada Sebelas Sektor di Bursa Efek Indonesia (BEI). Jurnal Acitya Ardana, 1(2), 145–163. https://doi.org/10.31092/jaa.v1i2.1334

Rizal, A., Kahfi, S. N., Abdurrahman, Wulandono, Tono, & Prasetyono, H. (2023). Manajemen Perubahan di Era Digital: Tantangan dan Peluang bagi Adaptasi Organisasi. BULLET: Jurnal Multidisiplin Ilmu, 2(4), 933–941.

Safavi, H. P., & Bouzari, M. (2019). The Association of Psychological Capital, Career Adaptability and Career Competency Among Hotel Frontline Employees. Tourism Management Perspectives, 30, 65–74. https://doi.org/10.1016/j.tmp.2019.02.001

Sofyandi, H. (2013). Manajemen Sumber Daya Manusia. Yogyakarta: Graha Ilmu.

Taddaga, T. R., & Muhid, A. (2023). The Effectiveness of Psychological Capital Training to Improve the Optimism Attitude in Mandiri Enterprises: Literature Review. Jurnal Ekonomi, Bisnis & Entrepreneurship, 16(1), 50–59.

Tavares, M. C., Azevedo, G., & Marques, R. P. (2022). The Challenges and Opportunities of Era 5.0 for a More Humanistic and Sustainable Society—A Literature Review. Societies, 12(6), 149. https://doi.org/10.3390/soc12060149

Varas, E. H., & Silgo, M. G. (2021). Benefits of PsyCap Training on the Wellbeing in Military Personnel. Psicothema, 33(4), 536–543. https://doi.org/10.7334/psicothema2021.151

Widyastomo, H., Fauzi, A., Wibowo, H. K., Tamba, R., Swasti, U., & Rahmat, A. (2022). Adaptabilitas Karir, Motivasi, dan Pelatihan serta Profesionalisme sebagai Faktor yang Berpengaruh terhadap Pengembangan Karir Karyawan di Masa Pandemi Covid-19. Jurnal Syntax Transformation, 3(05), 796–801. https://doi.org/10.46799/jst.v3i5.563

Youssef-Morgan, C. M., & Luthans, F. (2009). An Integrated Model of Psychological Capital in the Workplace. In N. Garcea, S. Harrington, & P. A. Linley (Eds.), Oxford Handbook of Positive Psychology and Work. New York: Oxford University Press. https://doi.org/10.1093/oxfordhb/9780195335446.013.0022

Zyberaj, J., Seibel, S., Schowalter, A. F., Pötz, L., Richter-Killenberg, S., & Volmer, J. (2022). Developing Sustainable Careers During a Pandemic: The Role of Psychological Capital and Career Adaptability. Sustainability, 14(5), 3105. https://doi.org/10.3390/su14053105

DOI: http://dx.doi.org/10.17977/um023v13i12024p119-130