Study On The Relationship Between Psychological Ownership Of New Generation Employees And Task Performance

After the 90 s,the new generation of employees refers to the new post-90 s workers who have relatively high autonomy and achievement awareness,which have extensive knowledge but lack practical experience.Affected by the growing environment,the new generation of employees are eager to achieve personal value while pursuing real needs.Therefore,in the context of a borderless career,how to retain talents and give full play to their capabilities and advantages is important.In particular,how to effectively motivate new generation employees without formal ownership? How to maximize the performance of new generation employees? It is a key issue that the company needs to pay attention to.Based on the theory of self-determination,this paper studies the impact of the new generation of employees' psychological ownership on task performance.Combining the theory of resource conservation to explore the mediating effect of career capital on task performance and to consider the regulation of both coaching leadership style and authoritarian leadership style between the two.Taiwanese scholar Zheng Bojun proposed that the authoritarian leadership style is the most characteristic leadership style among Chinese organizations,while coaching leadership is considered to be the most appropriate leadership style for cultivating and managing the new generation employees entering the workplace.Based on the above,we try to make suggestions for the management of the new generation employees.By combing relevant theoretical literature domestic and abroad,the following questions are built:(1)How does the psychological ownership of the new generation employees affect the task performance;(2)How does the career capital plays an intermediary role;(3)Authoritarian leadership Style and coaching leadership styles are effective for performance improvement of new generation employees.This paper distributes questionnaires to employees who were born between 1990 and 2000,collected 276 valid questionnaires eventually.Using SPSS20.0 to quantitatively analyze the data,the conclusions of this paper are drawn:(1)The psychological ownership and career capital of the new generation employees can improve the performance of the task;(2)The partial interaction of career capital between the mental ownership and task performance(3)Coaching leadership style weakens the intermediary work of career capital among the main effects;(4)Authoritarian leadership style does not play a regulatory role.Therefore,the paper proposes that enterprises need to create a corporate atmosphere with a sense of belonging,pay attention to the establishment of a professional employee capital pool,and develop targeted training programs for different positions.Also need to change the management style of the new generation of employees,and take full account of the subjective initiative of the career capital.