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The aim of this paper was to examine the incremental validity of positive psychological capital (PsyCap) in predicting several important employee outcomes while controlling for a full range of personality traits.

Using a cross-sectional field study design, the authors collected data from 373 employees in South Korea.

Hierarchical multiple regression analyses revealed that employees' PsyCap is related to their perceived performance, turnover intention, work happiness, and subjective well-being, even after controlling for the Big Five personality traits.

By controlling for the Big Five traits, this study was able to evaluate the role of PsyCap more precisely. However, as the data were collected from the same source at one point in time, common method variance is a potential issue.

The findings suggest that managers need to focus on developing employees' PsyCap, given its unique effect on the outcome variables.

By developing employees' PsyCap, organizations could turn work into a significant source of happiness and life satisfaction for their employees.

This study identified the broad and unique effect of PsyCap on work and life outcomes beyond personality traits.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Hierarchical multiple regression analyses revealed that employees’ PsyCap is related to their perceived performance, turnover intention, work happiness and subjective well-being, even after controlling for the Big Five personality traits.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.