Employee's Psychological Capital Effect On Job Performance And Job Involvement In China

With the rising recognition of employee's psychological capital as a competitive advantage in today's society . On the basis of review of related document, we have developed a measurement which rooted in Chinese culture and have four-factor model. Results suggest that this scale is a valid measure that should prove useful in applied psychology research. The second research explored the relationships between psychological capital and its outcome variables (job involvement and job performance). The main research results are listed as follows:Firstly, psychological capital scale which rooted in Chinese culture includes self-efficacy,hope,resilience and optimism as important facets and twenty items. This scale has good reliability and validity.Secondly, Independent-SamplesT Test and One-way ANOVA shows that psychological capital have no significant difference on the employee's age, length of service, there are significant difference on the employee's gender, education status, academic rank, position of employee and corporations' character (nature), Employees which worked in foreign corporation'psychological capital level higher over employees worked in private and state-owner's psychological capital level.Thirdly, correlate analysis shows that there is significantly positive correlation between psychological capital and job involvement, job performance . Regression analysis shows that Psychological capital are power predicts of job involvement and job performance and job involvement beyond demographics variables. which stronger than each of the individual facets of self-efficacy,hope, optimism, and resilienee.The present study indicates that the mechanism of psychological capital influencing job performance is more complex, Hierarchical regression analysis indicates that job involvement can mediate partly the relationship between psychological capital and job performance.