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题名	员工心理资本对工作绩效的影响：一个有调节的中介
作者	高艳云
答辩日期	2020-01
文献子类	硕士
授予单位	中国科学院心理研究所
授予地点	中国科学院心理研究所
其他责任者	陈毅文
关键词	心理资本 工作价值观 敬业度 工作绩效
学位名称	理学硕士（同等学力硕士）
其他题名	The Influence of Employee’ Psychological Capital on Job Performance: A Moderated Mediation
学位专业	应用心理学
中文摘要	Work performance is the focus of attention of enterprise managers and theoretical researchers. Employees are the main body of enterprise value creation. Employees'performance behavior ultimately brings about the overall performance of enterprises. Employees'job performance will be affected by many psychological factors. The rise of positive psychology and positive organizational behavior research, especially the theory of psychological capital, provides a new way of thinking for job performance research and management. Psychological capital is a positive state of mind in the process of individual growth and development, which can stimulate individual potential and organizational competitive advantage. Employees engagement is an intrinsic motivation of high energy level, which can stimulate individuals to devote a lot of energy and resources to the completion of job performance. Work values are employees'cognitive evaluation of work values, which reflects the internal needs and preferences of individuals, and affects their work attitudes, behavior and performance.In view of the current research on the relationship between the psychological capital and job performance of construction enterprise employees at home and abroad, Based on the theory of conservation of resources (COR) and self-determination theory (STD), this study examines the influence mechanism of employees’ psychological capital on their own job performance through the questionnaire survey of 1181 employees from a state-owned construction enterprise. The results of data analysis show that: psychological capital significantly positively affects job performance; employee engagement partially mediates the relationship between psychological capital and job performance; work values positively moderates the relationship between psychological capital and employee engagement while positively moderates the mediating effect between psychological capital and job performance. It indicates that the employee's psychological capital not only directly affects job performance, but also through the intermediate effects of employee engagement. In this mechanism, work values enhances the positive effect of psychological capital on employee engagement and the mediation effect of employee engagement. This study expands the research on the influence mechanism of psychological capital on job performance，makes up for the deficiency of psychological capital research in the construction industry. It also helps to guide the practice of human resource management，especially for the performance management of employees in construction enterprises.
英文摘要	工作绩效是企业管理者和理论研究者关注的焦点问题，员工是企业价值创造的主体，员工的绩效行为最终带来企业的总体绩效。员工工作绩效会受到自身诸多心理因素的影响。积极心理学和积极组织行为学研究的兴起，特别是心理资本理论的提出为工作绩效研究与管理提供了新思路。心理资本是个体在成长和发展过程中表现出来的一种积极心理状态，可以激发个体潜能和组织竞争优势。敬业度是一种高能量水平的内在动机，能激发个体将大量精力和资源投入到工作绩效的完成中。工作价值观是员工对工作价值的认知评价，反映了个体的内在需求与偏好，影响其工作态度、行为和工作绩效。鉴于目前国内外对建筑企业员工心理资本与工作绩效之间关系研究较少的现状，本文从资源保存理论和自我决定理论视角，采用问卷调查法，以国有建筑企业1181名员工为研究对象，以敬业度为中介变量，以工作价值观为调节变量，探讨心理资本对工作绩效的影响机制。研究结果表明：心理资本正向影响工作绩效；敬业度在心理资本和工作绩效间起部分中介作用；工作价值观正向调节心理资本对敬业度的影响，也正向调节心理资本与工作绩效间的中介效应。这说明员工心理资本不仅直接影响工作绩效，也通过增强敬业度来提高工作绩效。在这个过程中，工作价值观增强了心理资本对敬业度的正向影响，也增强了敬业度在心理资本与工作绩效间的中介效应。文章拓展了心理资本对工作绩效影响机制的研究，弥补了心理资本研究在建筑行业的不足，并对企业人力资源管理实践特别是对建筑施工企业员工绩效管理具有重要指导意义。
语种	中文
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/41562]
专题	心理研究所_社会与工程心理学研究室
推荐引用方式 GB/T 7714	高艳云. 员工心理资本对工作绩效的影响：一个有调节的中介[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2020.

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