The Empirical Research On The Relationship Between Psychological Capital And Employees' Job Performance

Under the complicated, changeable and competitive market environment, the pressure and challenges are everywhere. If the enterprise wants to realize its sustainable development, having the active state of mind is the first priority to the staff. More and more administrators realize that the development of psychological capital is gradually becoming the new orientation of human resources management. The psychological capital of the staff having the active state of mind determines their work attitude and behavior. With the development of psychological capital, the staff will have easy manners under the pressure and challenges. At the same time, they will respond to the external and internal changes initiatively and actively, so as to achieve the personal development and performance improvement. However, the employees' job performance is the basic element of achieving the team performance and enterprises performance. The aim of the human resources management is to achieve the goal of enterprises through improving the employees'performance. According to the relevant studies of predecessors in foreign countries, the employees' psychological capital can predict their performance very well and its development can help employees achieve good performance. So how to obtain, develop and utilize the psychology resource of the employees and improve their performance, so as to realize the enterprise's sustainable development? It is not only a realistic issue faced by the company, but also an important topic in research field.Thus it can be seen that, psychological capital has an important impact on promotion of their potential and passion so as to achieve good performance. But presently, little research is conducted in the theory and empirical studies of psychological capital in China, and besides, the enterprises only make a tentative exploration on the development of psychological capital. Therefore, based on the samples of some employees in Hefei, gathering the data through questionnaire survey and conducting the empirical analysis, this study will find out the current situation of the employees'psychological capital, and have further studies on the relationship between psychological capital and employees'job performance, so as to enhance understanding of them. In the end, based on the previous result, the author proposes the countermeasure and suggestion about how to develop the employees' psychological capital. We hope the study will not only perfect the theory of psychological capital in Chinese cultural background, but also provide certain directive significance for human resources management.The dissertation is divided into five parts as follows:The first chapter mainly introduces the paper's research background, research purposes and significance, and points out the train of thought, the methods and new points of it.The second chapter mainly reviews and summarizes the research results of psychological capital, employees'job performance and the relationship between them, and has some comments on the former research results.The third chapter brings forward the model and hypotheses of empirical research on the basis of drawing lessons from past research results, chooses some employees in Hefei as research object, and also designs the questionnaire of individual fundamental condition, psychological capital and employees' job performance.The fourth chapter is empirical analysis. It analyzes the result of questionnaire investigation with SPSS 16.0 statistic software. It concretely analyzes the current situation of the employees'psychological capital, discusses differences of four dimensions of it on some demography variables and finally proves that psychological capital and its four dimensions are positively correlated with employees'performance.The fifth chapter is the results and its suggestions. It makes a general conclusion for the above research and proposes the countermeasure about how to develop the employees'psychological capital, so as to provide some valuable suggestions for human resources management of the company. In the end, it explains the limitation of the study and describes the prospect of this research.