Organizational effectiveness depends on the indi vidual and organizational factors. In this paper, we explored the impact of employee's psychological capital on job involvement, subjective well-being, and silence behavior. By regression analysing on a sample of 263 employees, we found that both task-orientated psychological capital (self-confidence and brave, optimism and hope, self-expectation and diligence, resiliency and perseverance) and interpersonal-orientated psychological capital (toleration and forgiveness, respecting and courtesy, modesty and pru-dence, thanksgiving and dedication) have positive effects on job involvement and subjective well-being, and negative effect on silence behavior. However, interpersonal-oriented psycho logical capital's negative effect on si-lence behavior becomes insignificant when task-psychological capital was added into the regression model, which proves the value of task-psychological capital on silence behavior. Additionally, these was an interaction between task-orientated psychological capital and interpersonal-oriented psychological capital on job involvement and sub-jective well-being.%组织效能是个体因素与组织因素共同作用的结果. 针对以往研究比较重视组织因素对员工工作投入、 主观幸福感与沉默行为的影响, 该研究引入个体心理资本的新视角剖析其成因. 通过对263个样本的回归分析发现, 事务型心理资本 (自信勇敢、 乐观希望、 奋发进取与坚韧顽强) 和人际型心理资本 (包容宽恕、 谦虚诚稳、尊敬礼让与感恩奉献) 对工作投入、 主观幸福感有积极作用, 对沉默行为有抑制作用. 但在加入事务型心理资本后, 人际型心理资本对沉默行为的负向作用变得不显著, 凸显了事务型心理资本对沉默行为的相对价值. 此外,事务型心理资本、 人际型心理资本对工作投入与主观幸福感存在正向的交互效应.
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