Efectos del capital psicológico en el comportamiento innovador

Abstract

This investigation analyzes the impact of the Psychological Capital of the leader on the Innovative Behavior of employees in the Organization, establishing the influence that the Organizational Learning Capability and the Team Member Exchange support on it. Psychological Capital, a construct of second order that incorporates positive psychological resources, efficacy, hope, optimism and resiliency, can be built upon the individuals, unlike other personality traits that are normally permanent in time, allowing the Organization continued development and a favorable impact on its performance (Luthans, Avey, Avolio, Norman and Combs2006; Luthans, Youssef and Avolio, 2007). Many academic works backed the view that individual innovation helps to achieve organizational success (Amabile, 1988;) Axtell et al., 2000; Smith, 2002; Unsworth and Parker, 2003). The innovation is the ability of an organization to improve its products or processes, as well as the ability to exploit the innovation potential of the (supposedly-minor) innovative initiatives of employees, as an important element of organizational innovation, beyond the major technological advances (Gebert, 2002).