Psychological Capital in the Quick Service Restaurant Industry: A Study of Unit-Level Performance [Summary]

Abstract

The findings from this research suggest that organizations should implement and develop training or intervention programs designed to enhance their employees’ overall levels of PsyCap, which should then enhance group-level performance. Organizations and supervisors have often recognized an employee’s job performance under the rubric of his/her relatively stable personality traits, employee-organization fit, employee-job fit, and core self-evaluation. However, employee training programs to increase PsyCap, conducive to performance impact, are thus far not widely recognized. Positive psychological interventions for public health purposes are effective in enhancing overall individual wellbeing and reducing depression symptoms For QSR employees, who tend to be younger and less experienced as discussed previously, managers may use one of the social network platforms (Twitter or Facebook, through a free private group account) embedded with these guidelines to develop unit-level PsyCap instead of face-to-face training. More specifically for each QSR unit, QSR companies can involve employees in developing and reaching QSR unit-level goals by asking for employee feedback. More specifically, how to improve performance when considering situations that require enhanced resilience, optimism, hope, or self-efficacy.