Empirical Research On Influential Factors About Psychological Boundary Of Employees

All along, the researches on the question of boundary were in the field of economics, with a focus on research of boundary in business. And economics research was based on assumptions of economic-orientation, the emotional factors, needs& demands and other factors required were neglected. With the application of psychology-related theory in the field of management, the management has a deeper consideration of human nature and therefore starts to analyze the influential factors in other perspectives. The issue of psychological boundary arouses the attention in such background situation.The paper attempted to sum up the relative theories related with psychological boundary with the help of study on such a "new" concept. The purpose was to provide a theoretical foundation for the management in the process of performance management, organizational change, and cross-cultural management firstly. Secondly, to verify the impacting factors of employee's psychological boundary, to find out the impacting factors of organizational identification from the very beginning, which was of critical importance to improve the management effect. At the same time, the results of the study will also help managers to conduct effective interpretation, prediction and control of staff'behaviors. Thirdly, to enrich content of performance management.In research approaches, the empirical research was suitable in the papers. The paper tried to collect relevant data with the help of a questionnaire survey and then appled statistical software such as SPSS 16.0, AMOS7.0 for data analysis. Then, the paper used structural equation model and factor analysis to test the hypothesis and compare the relative modleFor the results in the study, first of all, papers have collated the theories relative to psychological boundary from three point of view, they were personality theory (including theory of self), social cognitive theory, self-category theory, social representation theory and system theory. These theories were beneficial for a better understanding of the psychological boundary.Secondly, the paper clarified the meaning of psychological boundary, pointing out that the boundary is a psychological interaction between people and the environment, which is the psychological "threshold" - which beared the corresponding stimulation without the boundaries of abnormal response. About the basic characteristics of psychological boundary, the paper used basic theory to analyze the basic characteristics and summarized as follows: flexibility, differences, contradictions and complexity of property. Then the paper divided psychological boundary into three levels: individual psychological boundary, groups/organizations psychological boundaries, social psychological boundary, the boundary of different levels was of slightly difference, the elements contained were not the same. Individual boundary was the basis for the formation of others. Thus, the thesis about the theory of psychological boundary has been completed.Thirdly, the paper clearly defined the meaning of psychological boundary for employees, considering the psychological boundary of employees were the interaction of employees and the environment (groups, leadership, organization) , which would influence the acceptations of corporate values, strategic , norms&standardization, and management models. The core of the concept was identity. This identity was the result for a prolonged period of running, in the work of understanding, experience sharing and evolving psychologically. It was a psychological threshold of employees, and had kind of flexibility; the purpose of such threshold was to protect the role of internal and external manifestation of the difference between internal and external groups. Because the psychological interaction of the boundary was an intermediary with the outside world, which decided the degree of acceptance about the organizational goals for the individuals, and interpersonal relationship.To some extent,psychological boundary was psychological comfort zone for the employees.Fourthly, the paper analyzed the impact of factors theoretically. The paper considered the formation of psychological boundary was a complex process. From existing theories, the psychological boundary should include the following elements, the principal, object (concrete or abstract entities), as well as the social background, which were interlinked and affected each other. The principle refered to the staff factors; the object refered to employees in an organization perceived organizational values, norms, the strategic objectives; the work flow, management style, organizational justice information; and social context refered to the organizational culture of environmental factors. Fifthly, the paper tried to test psychological factors by empirical test. Through literature research and in-depth interviews, the paper formed a questionnaire on psychological boundary of employees and then by inviting experts to verify content validity on the questionnaire. By carrying out investigative procedures in accordance with random sampling, collecting data and using SPSS16.0 and AMOS7.0 to analyze the data, the part of the methodology was factor analysis and structural equation model, which tried to match the output model and hyphosesis mode with the help of confirmatory factor analysis based on exploratory factor analysis. Test results showed that in the domestic three-factor model could better verify the theoretical concept, the construction of three factors were named as personality factors, organizational environment factors, management systems factor. Personality factor impacted on psychological boundary the most significantly, the organizational environment factors in the second, and the impact of management system was not significant. This result was a good warning for companies keen on management systems construction.Sixthly, the paper tried to test psychological boundary of employees and performance, relying on the model of three-factor model in the previous chapter, and the approach was still SEM. Test results showed that psychological boundary impacted on the individual performance, but the impact was not significant.Finally, the paper summarized the research and put forward the idea of future research.