The Study Of The Relationship Among Psychological Capital,Employee Engagement And Job Performance

Academy and practice community more and more pay attention the importance of psychological capital and employee engagement toward job performance in recent years. And consider them as important source of enterprises competitiveness. Existing research about the relationship between psychological capital and employee engagement, and how them have an impact on job performance is rarely. Especially lack of systematic empirical research in China culture background. In this study we explore the relationship among psychological capital, employee engagement and job performance. And empirical test research hypothesis and model in China culture background. At the same time, we also explore organizational climate’s role in the relationship between employee engagement and job performance.This study, with the knowledge workers who engage technology and management as an object of investigation, probes into the relationship between psychological capital, employee engagement and job performance, and research the moderating effect of organizational climate. We lead our research by empirical method. On the base of literature reviews, we recover enough samples, analysis data by SPSS17.0and LISREL8.7and get conclusions as follow：Psychological capital entirety and its two dimensions of confidence and tenacity have significant positive effect on employee engagement and job performance; Employee engagement has significant positive effect on job performance. At the same time, innovation climate and order climate positive moderating role, and competition climate negation moderating role is found.The innovation of this study includes two aspects. Firstly, reveal the relationship among psychological capital, employee engagement and job performance, and have empirical testing in China culture background; Secondly, we find the moderating role of organizational climate.According to the conclusions of this study, the enterprises will improve their competitiveness, through stimulating more job performance by increasing psychological capital development, improving employee organizational recognition and creating good organizational climate, which can increase psychological capital and employee engagement.