本文關鍵詞： 心理資本 工作績效 主觀幸福感 組織支持感　出處：《天津師范大學》2017年碩士論文　論文類型：學位論文

【摘要】：現(xiàn)如今,越來越多的"90后"成為職場中的一員,在職場中占據著越來越重要的地位。受時代背景和家庭環(huán)境變化的影響,90后企業(yè)員工相較于傳統(tǒng)員工呈現(xiàn)出復雜又多元的特點:他們一方面在思想上追求獨立,另一方面在生活上又依賴性強;一方面充滿自信、富有冒險精神,另一方面又敏感脆弱、抗壓力差;一方面思維活躍、進取心強,另一方面又缺乏堅韌性、容易急功近利,這給企業(yè)的人力資源管理帶來了新的挑戰(zhàn)。如何針對90后企業(yè)員工的個性特征和心理訴求,有針對性的激勵和管理90后企業(yè)員工,從而獲取持續(xù)有力的競爭優(yōu)勢,已經成為企業(yè)人力資源管理中亟待解決的問題�；谝陨媳尘�,本文以90后企業(yè)員工為研究對象,以心理資本為自變量、工作績效為因變量,引入主觀幸福感和組織支持感這兩個變量,探討心理資本對工作績效的影響機制。本文通過調查問卷的方式共收集了 256份來自我國不同地區(qū)、不同組織的有效樣本,運用SPSS 24.0和AMOS 20.0統(tǒng)計軟件,采用信度分析、探索性因子分析、驗證性因子分析、相關分析、回歸分析等方法,對理論模型和研究假設進行檢驗,并獲得以下主要結論:(1)除了心理資本中的樂觀維度與工作績效中的任務績效維度的正相關關系不顯著以外,心理資本及其各維度、工作績效及其各維度、主觀幸福感及其各維度以及組織支持感各變量之間均存在顯著的正相關關系。(2)心理資本及其各維度對工作績效有顯著的正向影響關系,且整體心理資本對工作績效的預測力要遠大于心理資本單個維度的預測力;心理資本四個維度對員工績效及其各維度的影響存在差異。(3)主觀幸福感及其兩個子維度:總體情感指數(shù)和生活滿意度在心理資本和工作績效之間起到部分中介的作用。(4)組織支持感在心理資本與工作績效之間的調節(jié)效應不顯著,但在心理資本與主觀幸福感之間的調節(jié)效應顯著。最后本文針對研究結果從心理資本的聚焦開發(fā)、提高積極情感體驗以及制定員工關懷計劃三個方面提出90后企業(yè)員工的管理和激勵策略,以期為現(xiàn)代企業(yè)的人力資源管理模式提供相應的研究支持和理論指導。
[Abstract]:Nowadays, more and more post-90s have become a member of the workplace, occupying a more and more important position in the workplace, influenced by the background of the times and changes in the family environment. Compared with the traditional employees, the post-90s employees have the characteristics of complexity and diversity: on the one hand, they pursue independence in thought, on the other hand, they rely on each other in life; On the one hand, full of self-confidence, full of adventurous spirit, on the other hand, sensitive and fragile, poor resistance to stress; On the one hand, active thinking, enterprising, on the other hand, the lack of toughness, easy to achieve immediate benefits. This brings a new challenge to the human resource management of the enterprise. How to motivate and manage the post-90s enterprise staff in accordance with the personality characteristics and psychological demands of the post-90s employees. In order to obtain sustainable competitive advantage, it has become an urgent problem in human resource management. Based on the above background, this paper takes the post-90s employees as the research object and the psychological capital as the independent variable. Job performance is a dependent variable, the two variables of subjective well-being and organizational support are introduced. To explore the influence mechanism of psychological capital on job performance. This paper collected 256 effective samples from different regions and organizations in China by questionnaire. Using SPSS 24.0 and AMOS 20.0 statistical software, reliability analysis, exploratory factor analysis, confirmatory factor analysis, correlation analysis, regression analysis and other methods were used. The main conclusions are as follows: 1) except the positive correlation between the optimistic dimension in psychological capital and the task performance dimension in job performance. Psychological capital and its dimensions, job performance and its dimensions. There is a significant positive correlation between subjective well-being and its dimensions as well as among the variables of organizational support. (2) Psychological capital and its dimensions have a significant positive impact on job performance. And the predictive power of the whole psychological capital to the work performance is much larger than that of the single dimension of the psychological capital. There are differences in the influence of four dimensions of psychological capital on employee performance and its dimensions. Subjective well-being and its two sub-dimensions: total affective index and life satisfaction play a partial intermediary role between psychological capital and job performance. The adjustment effect of organizational support between psychological capital and job performance is not significant. However, the regulatory effect between psychological capital and subjective well-being is significant. Finally, this paper focuses on the development of psychological capital. Improve the positive emotional experience and develop employee care plan three aspects of the post-90s enterprise staff management and incentive strategies. In order to provide corresponding research support and theoretical guidance for the human resource management mode of modern enterprises.
【學位授予單位】：天津師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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