Impact Mechanism Of Employer Brand On Employees’ Psychological Capital

In the context of economic globalization, high-tech updating, market-orienteddeepen, the external environment and internal conditions faced with profound changes.Within organization, due to high work pace and too much work load, employees areenduring heavy pressures and many other psychological problems with lowpsychological well-being index. In the past, the academic focus on how to eliminatethe negative emotions of employees. Despite a series of achievements, but they didnot really solve the problem in an effective way. Therefore, in attempt to solve theproblem in another way. Luthans(2004) applied positive psychology theories intoorganizational behavior area and introduce a new concept psychological capital,which emphasizing the positive side of individual mental state rather than the negativeside in the past. After that, psychological capital attracts great attention and interestbetween domestic and foreign scholars.Previous literatures, both theoretical and empirical studies, consistently provedthat psychological capital is a new sustainable competitive advantage in anorganization in nowadays. It has been widely proved that psychological capital hassignificant positive impact on outcome variables both in individual and organizationallevel. Scholars do plenty research on consequence variables. However, research on theantecedents of psychological capital is extremely scarce. How to identify theinfluencing factors and develop employees’ Psycap has become a big important taskfaced by HRM.This paper takes Arnold’s emotion theory to construct the causal mechanismbetween employer brand and employees’ Psycap and aims to explore whetheremployer brand is a key impact factor of psychological capital. The theory was testedby structural equation model and muti-group analysis.332questionnaires werecollected from21enterprises which are rated as “the best employer”. The results showthat, among the three secondary dimensions of employer brand, both functionalbenefit and psychological benefit have a significantly positive effect on employees’Psycap, while economic benefit don’t have significant effects. All of the threedimensions have a significantly positive effect on employees’perceived organizationalsupport. The perceived organizational support performs as a partial intermediary rolebetween functional benefit, psychological benefit and Psycap. However, it plays atotal intermediary role between economic benefit and Psycap. In the view of overall effects, functional benefit affects Psycap very much, psychological benefit less andeconomic benefit least. In addition, Multi-group analysis reveals that hypotheses pathhave significant differences in different groups such as gender, working age, positionlayer groups. Therefore, enterprises should pay special attention on functionalbenefits when develop psychological capital. Besides, in order to improve employees’psychological capital more effectively, different employee groups requiredifferentiated strategy. Through this way, the organization and individual performancewill be developed together.