The Research On Cross-generational Differences Of Psychological Capital Between Post-80s And Post-90s New Generation Employees

In recent years, with the new generation employees gradually step into the workplace,continuous media reports on the new generation employees have aroused widespread concern from all walks of life. A number of consecutive suicide events are all happened on post-80 s and post-90 s new generation employees. So how to get much richer understanding and appreciation of the new generation employees is obviously very important to human resource management.The new generation employees growing up in the special environment and their psychological bearing ability is relatively weak. Once the work beyond their personal ability,they will be very nervous, even cause such as turnover, absenteeism, accidents, exhaustion,trance, lack of efficiency, depression, suicide, etc. Facing on post-80 s and post-90 s employees— the organization’s future successor, enterprise must pay more attention to their psychological health problems. Facing these mental illness, what we can do not only the point of external environment, but also the psychological point, enhance the immunity, change from passive defense to active prevention. Psychological capital has changed the traditional concept of human resource management from what are the problems of human to how to make people to achieve the best condition, how to cultivate, how to develop human potential and reduce the probability of psychological problems.Through the exploration of the psychological capital structure of new generation employees, the article designed the questionnaire and found that the psychological capital of the new generation employees consists of six dimensions: self-efficacy, hope, toughness,optimism, creativity and sense of responsibility after item analysis, exploratory factor analysis and confirmatory factor analysis.Through data analysis of 319 samples from different regions of China, the results show that the psychological capital of post-80 s employees is higher than post-90 s employees. And in four dimensions: self-efficacy, hope, toughness and optimism,post-80 s employees are higher than post-90 s employees, but in creativity and responsibility dimensions are lower. So the article stated the enhancement strategies of psychological capital to post-80 s and post-90 s employees from the psychology and human resource management perspective.The purpose of the investigation is to give a new angle to promote the human resource management of the new generation employees.