90后企业员工心理资本与工作绩效的关系研究

发布时间：2018-02-02 22:13

本文关键词： 心理资本工作绩效主观幸福感组织支持感　出处：《天津师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：现如今,越来越多的"90后"成为职场中的一员,在职场中占据着越来越重要的地位。受时代背景和家庭环境变化的影响,90后企业员工相较于传统员工呈现出复杂又多元的特点:他们一方面在思想上追求独立,另一方面在生活上又依赖性强;一方面充满自信、富有冒险精神,另一方面又敏感脆弱、抗压力差;一方面思维活跃、进取心强,另一方面又缺乏坚韧性、容易急功近利,这给企业的人力资源管理带来了新的挑战。如何针对90后企业员工的个性特征和心理诉求,有针对性的激励和管理90后企业员工,从而获取持续有力的竞争优势,已经成为企业人力资源管理中亟待解决的问题。基于以上背景,本文以90后企业员工为研究对象,以心理资本为自变量、工作绩效为因变量,引入主观幸福感和组织支持感这两个变量,探讨心理资本对工作绩效的影响机制。本文通过调查问卷的方式共收集了 256份来自我国不同地区、不同组织的有效样本,运用SPSS 24.0和AMOS 20.0统计软件,采用信度分析、探索性因子分析、验证性因子分析、相关分析、回归分析等方法,对理论模型和研究假设进行检验,并获得以下主要结论:(1)除了心理资本中的乐观维度与工作绩效中的任务绩效维度的正相关关系不显著以外,心理资本及其各维度、工作绩效及其各维度、主观幸福感及其各维度以及组织支持感各变量之间均存在显著的正相关关系。(2)心理资本及其各维度对工作绩效有显著的正向影响关系,且整体心理资本对工作绩效的预测力要远大于心理资本单个维度的预测力;心理资本四个维度对员工绩效及其各维度的影响存在差异。(3)主观幸福感及其两个子维度:总体情感指数和生活满意度在心理资本和工作绩效之间起到部分中介的作用。(4)组织支持感在心理资本与工作绩效之间的调节效应不显著,但在心理资本与主观幸福感之间的调节效应显著。最后本文针对研究结果从心理资本的聚焦开发、提高积极情感体验以及制定员工关怀计划三个方面提出90后企业员工的管理和激励策略,以期为现代企业的人力资源管理模式提供相应的研究支持和理论指导。
[Abstract]:Nowadays, more and more post-90s have become a member of the workplace, occupying a more and more important position in the workplace, influenced by the background of the times and changes in the family environment. Compared with the traditional employees, the post-90s employees have the characteristics of complexity and diversity: on the one hand, they pursue independence in thought, on the other hand, they rely on each other in life; On the one hand, full of self-confidence, full of adventurous spirit, on the other hand, sensitive and fragile, poor resistance to stress; On the one hand, active thinking, enterprising, on the other hand, the lack of toughness, easy to achieve immediate benefits. This brings a new challenge to the human resource management of the enterprise. How to motivate and manage the post-90s enterprise staff in accordance with the personality characteristics and psychological demands of the post-90s employees. In order to obtain sustainable competitive advantage, it has become an urgent problem in human resource management. Based on the above background, this paper takes the post-90s employees as the research object and the psychological capital as the independent variable. Job performance is a dependent variable, the two variables of subjective well-being and organizational support are introduced. To explore the influence mechanism of psychological capital on job performance. This paper collected 256 effective samples from different regions and organizations in China by questionnaire. Using SPSS 24.0 and AMOS 20.0 statistical software, reliability analysis, exploratory factor analysis, confirmatory factor analysis, correlation analysis, regression analysis and other methods were used. The main conclusions are as follows: 1) except the positive correlation between the optimistic dimension in psychological capital and the task performance dimension in job performance. Psychological capital and its dimensions, job performance and its dimensions. There is a significant positive correlation between subjective well-being and its dimensions as well as among the variables of organizational support. (2) Psychological capital and its dimensions have a significant positive impact on job performance. And the predictive power of the whole psychological capital to the work performance is much larger than that of the single dimension of the psychological capital. There are differences in the influence of four dimensions of psychological capital on employee performance and its dimensions. Subjective well-being and its two sub-dimensions: total affective index and life satisfaction play a partial intermediary role between psychological capital and job performance. The adjustment effect of organizational support between psychological capital and job performance is not significant. However, the regulatory effect between psychological capital and subjective well-being is significant. Finally, this paper focuses on the development of psychological capital. Improve the positive emotional experience and develop employee care plan three aspects of the post-90s enterprise staff management and incentive strategies. In order to provide corresponding research support and theoretical guidance for the human resource management mode of modern enterprises.
【学位授予单位】：天津师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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