近年來越來越多人重視心裡資本在組織中所扮演的角色，然而卻缺少足夠的研究來了解如何讓員工達到穩定的心理資本。本研究至立於了解和發覺心理資本的前測因子以及它是否可以被傳染。透過結合社會傳染理論，我們把正向情緒當作心理資本傳染的中介變相，也將社會傳染理論的情境當作調節變相。社會傳染理論的情境包括領導-成員交換品質、主管的自我揭露以及員工的自尊。這些結果有助於主管了解和發展員工的心理資本。

Increasing recognition is being given to the role that employee psychological capital (PsyCap) plays in desired outcomes of today’s organizations. Very little is known, however, about how and when an individual has reaches and stabilizes at a given level of PsyCap. To address this gap, this study seeks to better understand the antecedents of individual-level PsyCap and whether it can be contagious. The purpose of this research is to see how the leader's PsyCap can transfer to the subordinate's PsyCap. According to the social contagion theory, this study will apply positive emotions as the mediator of the contagion process of leader's PsyCap and subordinate's PsyCap. In addition, the study considers the contexts of social contagion as the moderators, and examines the moderated mediation effect on such relationship. The contexts of social contagion theory include the quality of leader-member exchange, self-disclosure of the leader, and self-esteem of the followers. These findings have implications for helping leaders meet the challenges they face in both understanding and to help develop the PsyCap of their employees.

Abstract i
Table of Contents ii
Table of Tables iv
Table of Figures v
Introduction 1
Theory and Hypothesis 6
Psychological Capital 6
Social contagion theory 10
Psychological capital in social contagion theory 12
Mediating effect of positive emotions 13
The context of social contagion 16
The moderated mediation effect of the context of social contagion. 19
Methods 21
Samples and Procedures 21
Measures 22
Analysis 25
Results 26
Preliminary Analysis 26
Testing of Hypothesis 27
Discussion 34
Research Findings 34
Theoretical contributions 36
Limitations 39
Future directions 40
Practical implication 41
References 42
Appendix 1 54

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