Abstract
The world is experiencing rapid and qualitative developments and changes in the fields of knowledge and its applications, as most knowledge organizations, including health institutions, seek, with various plans and means, to confront the major challenges, modern technological developments, and knowledge enrichment, keeping pace with the major updates taking place. This obliges the leaders of these organizations to the necessity of shifting towards modern, more flexible organizational patterns and ensuring that The availability of distinguished skilled people, their training, the development of their capabilities, and the development of their skills, while adopting management concepts that focus on intangible assets, or what is known as the term psychological capital, which appeared in the late nineties of the 20th century, as mentioned by the psychologist (Martin Seligman ) ) with the aim of focusing on the reproductive characteristics of the individual. In order to face challenges, develop his work, and excel in it, he must enjoy good psychological health. From the above, we see that the concept of positive psychological capital is a very important term in all aspects. As it stimulates all the positive qualities of the individual in order to accomplish his work and achieve prosperity in the individual’s psyche, which positively affects the individual’s work while performing his duties. Health and well-being in the workplace does not only mean paying attention to the basic needs of employees and encouraging them to make more efforts to achieve professional ambitions and overcome problems. The challenges and difficulties posed by the modern work environment mean fostering a healthy psychological climate that makes the work environment more positive, which reduces work pressures, brings out the best and the best from the capabilities of employees or crew, and leads to higher levels of performance.
