Research On The Relationship Between Job Stress,Psychological Capital And Work Performance Of New Generation Employees

Work performance management has always been the core content of enterprise management.Work performance management is not only related to the personal development of employees,but also to the development of enterprises.As one of the main body of work performance management,the new generation of employees has become the main group in modern enterprises.The sudden death and suicides of new generation of employees in China show that the new generation of employees are under high pressure of work.Communication service industry is one of the important industries in China's industry classification,and its economic profit is relatively large in our country.Therefore,it is very meaningful to analyze the relationship between work pressure and work performance of Cenozoic employees based on the communication service industry.With the development of the times,psychological capital has surpassed social capital and human capital as important resources for organizations and individuals.According to resource conservation theory,psychological capital can be used as a positive resource and have a beneficial effect on the performance of employees.Therefore,psychological capital will play a certain role in the impact of job stress on job performance of new generation employees.Based on the combing and comprehensive analysis of domestic and foreign research results on work stress,psychological capital and job performance,questionnaires were used to collect data,and methods such as correlation analysis,regression analysis,and structural equation modeling were applied to discuss the relationship between job stress,psychological capital and job performance new generation employees.The paper drew conclusions.Firstly,for the new generation of employees,career development pressures,expected pressures,and economic pressures are positive pressures and have significant effects on task performance and peripheral performance.The pressure of work itself and interpersonal stress are negative pressures,which have a significant negative effect on task performance and peripheral performance.Secondly,psychological capital and its four singledimensions(self-efficacy,hope,toughness,and Optimistic)have a significant positive correlation with task performance and peripheral performance.Thirdly,psychological capital plays a full intermediary role between the pressure of new generation employees' work,professional development pressure,interpersonal pressure,expectation pressure,economic pressure and job performance(task performance,peripheral performance);various dimensions of psychological capital(self-efficacy,hope,toughness and Optimistic)are fully mediating between job stress,career development stress,expectation stress and economic stress on task performance and peripheral performance.Self-efficacy,hope,toughness and optimism play a partial mediation between interpersonal stress and peripheral performance.According to the results of empirical analysis,corresponding countermeasures are proposed,including distinguishing stress attributes for self-management,continuously learning to improve the level of competition and organizing training to increase employee psychological capital levels.