The Impact Of Employees’ Work-reLated Flow On Job Performance

With the further deepening of the globalization, the competition for talented persons is intensifying. Organization need to find innovative ways to attract and use and develop of human resources and gain lasting competitive advantage to improve organizational performance. The rapid social development and the trend of blindly pursuing efficiency causes high work pressure and lead to many health problems. Researchers began to focus on the human positive psychological quality and explore the significance and enormous impact on life and work. Positive psychology emerged. On this basis, the researchers applied the positive psychology achievements to the organizational behavior and put forward positive organizational behavior. It improves job performance through the development and management of employees’ positive state of mind. Employees’ job performance is closely related to organizational development。 It is the focus of the human resource management and organizational behavior research。 Flow is a core concept of positive psychology. Work-related flow generally refers to the short time of peak experience of the individual in the process of work.Based on the perspective of positive psychology, this study discusses the current situation of employees’ work-related flow, job performance, psychological capital and work demands-resources through the questionnaire investigation.This study focuses the impact of work-related flow to the job performance. It is around the three issues: preliminary amendments of the Work—related Flow Inventory; the impact and prediction of work-related flow on the iob performance; the impact of psychological capital, work demands-resources on work-related flow.Finally based on the results, the study put forward measures and recommendations of human resource management.This study proposed hypothetical model of the impact of work-related flow on the job performance on the basis of the analysis and integration of existing research results. Judgment sampling method is used to collected data from the employees of different types of enterprises and institutions of15provinces all over the country though the questionnaire survery.It collected458valid questionnaires.It used SPSS17.0and AMOS17.0to verify the reliability and validity of Scale,descriptive statistics,correlation analysis,factor analysis,difference test and checking and correcting of the structural equation model. Through the theory and empirical research, Research drew out the following conclusions:(1) The psychological structure of work—related flow specific include the three factors of absorption、work enjoyment and intrinsic work motivation. Revised the Work—related Flow Inventory had good consistency reliability and structure construct validity, reliability and validity both reached psychometric requirements in the context of Chinese culture. The Inventory can become effective measurement tool for follow-up study. The degree of work—related flow is at the medium level. Level of education, unit type, job or position, and professional technical titles have different degrees of influence to the employees’work—related flow.(2) Job performance is in an high level. Job performance of different level of education, job or position, different professional and technical titles has significant differences.The Work—related Flow has a significant positive impact on job performance,which work enjoying is most influential on。 It is strongest influence on innovation performance。(3) Employees’ Work-demands are at the medium level.Work-resources are rich. Psychological capital is at higher levels. Work-demands has direct negative impact on the Work—related Flow, which skill requirements are most influential. Work resources, and psychological capital has a direct positive impact on the Work—related Flow, Which performance feedback and hope are the strongest influence.