Effect Mechanism Of Work Alienation Of Knowledge Workers On Work Performance

In recent years, social economy after years of development in China is now in the critical period of transition. Employees of the enterprises’value changed significantly, and many management issues derived from the enterprise’s human resource management, such as employee’s high turnover rate and low job performance, workplace’s deviant behavior. All kinds of conflict and contradiction with organization have been given rise because of employee’s psychological problems and from this it brings about a lot of social issues. Growing pressure of modern work, the uncertainty of work’s expectation and expected returns is growing, and even work’s process and result is difficult to control. When the gap between work’s expectation and reality is large, he/she has inevitably produced a series of passive emotions, and the passive emotion is called work alienation. Work alienation as a negative emotional state, it brings about enormous influence to organization’s development. It mainly reflects in the employees’enthusiasm, initiative and creativity can’t be given full play, and employee’s low work involvement has tremendously lowered organizational work efficiency. In modern economic society, work alienation has gradually become a common mental phenomenon of knowledge workers. Therefore, how to effectively reduce work alienation and promote the healthy and harmonious development of knowledge workers and organizations, it is the problem demanding prompt solution on organization behavior and human resource management research and practice.The article focuses on work alienation of knowledge workers and job performance, related mediating variables and moderating variables and carries on research. It mainly discusses from the four problems. Firstly, it differentiates and analyses the concept on work alienation, organization commitment, work satisfaction, work engagement, work burnout and workplace deviant behavior/count-productive behavior. Secondly, it tests the reliability and validity of questionnaire on the impact of work alienation of knowledge workers and job performance. Thirdly, it constructs the model on the specific mechanism that work alienation of knowledge workers influencing job performance. Fourthly, it discusses emotional intelligence’s moderating effect on work alienation and work engagement, work alienation and self-efficiency in the indirect influencing mechanism model on the work alienation of knowledge workers and job performance.Surrounded by the problems, the article bases on the literature review, integrated use of the motivation theory, self-determination theory, social cognitive theory and resource conservation theory, and it introduces the domestic and overseas’ classic scale on the work alienation, work engagement, Self-efficiency, emotional intelligence and job performance. The research bases on the pre-investigation and the formal questionnaire survey, carries on the item analysis, EFA, CFA and the test of reliability and validity on the scale. To work alienation as the antecedent variables, work engagement and self-efficacy as the mediating variable, it respectively discusses the moderating effect of emotional intelligence between work alienation and work engagement, work alienation and self-efficacy. It does the empirical research on the influencing mechanism between work alienation and job performance, and proposes 20 researches hypothesizes. On the basis of the theory, the research mainly uses the knowledge workers who come from the manufacturing industry, the financial industry and a part of IT industry which are from Guangzhou, Shenzhen, Beijing, Shanghai, Xiamen, Fuzhou, Hangzhou and Nanjing etc. It uses the approach of questionnaire survey to collect the data, and applies such statistical software as SPSS20.0 and LISREL8.7 to analyze the data, including descriptive statistics, data quality analysis and research hypothesis testing. The empirical tests show 20 hypothesis proposed in this study was supported in 18, one was not supported, and one was partly supported. The main contents of the study and specific conclusions are as follows:(1) Work alienation of knowledge workers has significantly negatively influenced the task performance and contextual performance. When work engagement is regarded as mediating variable, work alienation doesn’t directly influence the task performance and contextual performance, but completely indirectly influences task performance and contextual performance by the dimensions of work engagement including vigor, dedication and devotion. When self-efficacy is regarded as mediating variable, work alienation doesn’t directly influence task performance, but completely indirectly influences task performance by self-efficacy; work alienation only partly influences contextual performance, and it indirectly partly influences contextual by self-efficacy’s mediating effect.(2) Work alienation of knowledge workers all significantly negatively influences the three dimensions of work engagement which includes vigor, dedication and devotion, and they all significantly positively influence task performance and contextual performance. By the mediating effect’s test and analysis, it discovers that work alienation of knowledge workers influences task performance and contextual performance by completely mediating effect of vigor, dedication and devotion, and work engagement is the completely mediating variable between work alienation of knowledge workers and job performance. Thus, work alienation of knowledge workers, work engagement and job performance are constructed the completely indirectly influencing mechanism model.(3) Work alienation of knowledge workers has significantly negatively influenced self-efficacy, and self-efficacy has significantly positively influenced task performance and contextual performance. By the mediating effect’s task and analysis, it discovers that work alienation of knowledge workers influences task performance by the completely mediating effect of self-efficacy, but work alienation of knowledge workers influences contextual performance by partly mediating effect of self-efficacy. Self-efficacy is the completely mediating variable between work alienation of knowledge worker and task performance and the partly mediating variable between work alienation of knowledge workers and contextual performance. Thus, work alienation of knowledge workers, work engagement and task performance are constructed the completely indirectly influencing mechanism model, while work alienation of knowledge workers, work engagement and contextual performance are constructed the partly indirectly influencing mechanism model.(4) In the completely indirectly influencing mechanism model which work alienation of knowledge workers completely indirectly influences job performance by the mediating variable of work engagement, when emotional intelligence is regarded as moderating variable between work alienation of knowledge workers and work engagement, by the moderating effect’s test and analysis, it discovers that emotional intelligence has all have significantly moderating effect between work alienation of knowledge workers and the three dimensions of work engagement including vigor, dedication and devotion.(5) In the indirectly influencing mechanism model which work alienation of knowledge workers influences job performance by the mediating variable of self-efficacy, when emotional intelligence is regarded as the moderating variable between work alienation of knowledge workers and self-efficacy, by the moderating effect’s test and analysis, it discovers that emotional intelligence doesn’t have the moderating effect between work alienation of knowledge workers and self-efficacy.Thus, the results of this research indicate that work alienation specific impact on job performance mechanisms, work alienation of knowledge workers through work engagement and self-efficacy indirectly influences job performance. Among them, the work engagement is a completely mediating variable between work alienation and job performance; self-efficacy is a fully mediating variable between work alienation and task performance. Meanwhile, self-efficacy is also a part of the mediating variable between contextual performance and work alienation; while emotional intelligence is moderating variables between work alienation and work engagement. It work alienation relationship between self-efficacy does not have a regulatory role.