While positive psychological capital (PsyCap) is a significant antecedent of favorable work outcomes, it is unclear whether this is true for global employees during an exogenous shock. Applying conservation of resources theory, we found that, under conditions of crisis-induced role novelty, global employees leveraged PsyCap to follow a resource-gain route to job satisfaction, whereas their ability to mitigate resource loss was limited. We differentiate among global employees, finding that role novelty compensated for lower PsyCap in motivating job engagement for those with higher travel obligations. Our results stress the importance of PsyCap in international human resource management scholarship and practice.

虽然积极的心理资本 (PsyCap) 是良好工作成果的重要先决条件，但尚不清楚在外生冲击期间这是否适用于全球员工。应用资源保护理论，我们发现，在危机引发的角色新颖性的情况下，全球员工利用 PsyCap 遵循资源获取途径来获得工作满意度，而他们减轻资源损失的能力是有限的。我们对全球员工进行了区分，发现角色新颖性补偿了较低的 PsyCap，以激励那些有较高差旅义务的人的工作参与度。我们的结果强调了 PsyCap 在国际人力资源管理学术和实践中的重要性。