Study On Psychological Capital Of Enterprises' Knowledge-based Employee

With the deepening of capital research from tangible to intangible, the enterprises graduallyexpand the use of theoretical cognition and practice on various intangible capitals. Thepsychological capital, one of the intangible capital' types, gets the recognition and focus ofenterprises due to its spiritual value, economic value and social value,and then develops into akind of new emerging issues in academics. With the human as carrier, the psychological capitalnot only shows the individual meaning in the procedure of promoting individual level, but alsofocused on the positive tendency of country and peoples from a social individual; meanwhile bringsome economic benefits for its organization. The research on psychological capital of enterprises'knowledge-based employee is the re-cognition to human potential. It not only focuses on thepsychological capital and work performance meaning of enterprises' knowledge-based employeebased on "Respect People, Depend on People",but also it discusses life and social meaning ofenterprises' knowledge-based employee based on "Develop People, Serve People". According tothe require of contemporary people-oriented management and the issues of the research ofpsychological capital and the practice of management, this paper uses multidisciplinary researchmethods such as Management, Psychology and Sociology to study the psychological capital ofenterprises' knowledge-based employee with the thinking of "proposing issues——figuring outbasic theory——proving logical relationship-constructing and developing system——puttingforward incentive strategy". This paper is divided into six chapters.Chapter1: Introduction. This chapter mainly illustrates the backgrounds and the meaningof the research, carries out the research status at home and abroad, clearing research frameworkand research methods and making sure of the to-be research issue and the issue-solved method.Chapter2: Basic theory on psychological capital. This chapter illustrates the intension ofpsychological capital related to the idea of people-oriented management from the three levels ofindividual, organization and society. According to the following aspects of the study on humannature's root, concept generation, economic benefit,organization-society value, innovative featuresand physiological basis,this chapter teases the theoretic basis including people-orientedpsychology, positive organizational behavior,capital value, creativity psychology,group dynamicsand neuroscience. This chapter illustrates the essential condition of the transformation on commonpsychological to psychological capital: positively-developed direction, comparatively-remainedsteady, numerable evaluation, sustainable regeneration and spirit-economy-society value creation.According to these basic conditions, this chapter comprehensively considers the unity ofpsychological state, psychological process and psychological feature of a subject, and revels thecore elements of2-D gestalt structure in psychological capital, and selects self-efficacy, job resilience and objective attribution.Chapter3: Logical relationship between psychological capital of enterprises'knowledge-based employee and job performance. Due to the formation and development ofenterprises' knowledge-based employee involving many variables, it is difficult to study theintricate relation between psychological capital and these variables. After clearing these variables,this paper mainly chooses to study the outcome variable of job performance enterprises payingmuch attention to, and emphasizes the logical analysis of the process and outcome psychologicalcapital shifting to job performance, and come up with the model based on the performancepromotion of knowledge-based employee in psychological capital, and illustrate the activemechanism of enterprises' knowledge-based employee to its job performance, which includes thephysiological mechanism of Sensei nervous system function, the dynamical mechanism of choiceand trend to the goal, the two-way switching mechanism of internalization andexternalization,and the interaction mechanism of cognition, behavior and environment.This paper use the methods of questionnaire, interview and statistical analysis to study therelations between psychological capital and job performance in some Anhui enterprises, and theresult shows that the psychological capital of enterprises' knowledge-based employee and jobperformance are above average and still leave something to be desired. They also indicate thatpsychological capital and job performance of knowledge-based employee present high positivecorrelation. The psychological capital of knowledge-based employee is an important factorthat affects their work performance, and it is necessary and possible for these enterprises toapply measures of development of psychological capital and innovation incentive to improve thelevel of psychological capital and job performance.Chapter4: Development system of enterprises' knowledge-based employee in psychologicalcapital. With the guidance of contemporary people-oriented management,this paper summarizesthe result of theoretical analysis and empirical analysis, puts forward the3-staged developmentgoal of enterprises' knowledge-based employee in psychological capital based on " PreventingCognitive Disorders——Generating Harmonious Psychology——Promoting Psychological andSocial Value of a subject", makes the development principles of enterprises' knowledge-basedemployee in psychological capital with Scientific Theory and Method Implication from itssubjectivity progressive and practice. And then design the gradient development path of the3-staged goal matching with enterprises' knowledge-based employee in psychological capital inorder to clear the direction of enterprises' management and practice.Chapter5: Innovative incentive of the horizon in enterprises' knowledge-based employee.Based on the outlook of subjective experience and psychological capital from focusing onenterprises' knowledge-based employee to incentive factors, this paper illustrate the development trend of from potential to emerging in the incentive theory of psychological capital. Based on thelimit of enterprise commonly using stimulation, this paper puts forward the strategy of innovationincentive built on enterprises' knowledge-based employee: combination between interior incentiveand exterior incentive, combination between positive incentive and negative incentive,combination between developmental incentive and rewarding incentive, combination betweengroup incentive and individual incentive, combination between fixed incentive and floatingincentive, combination between target incentive and work incentive. This is not only thesupplement of management incentive theory, but also provides the helpful references forenterprise management.Chapter6: Summary. This paper indicates the research orientation based on the brief of theresearch conclusion and main innovation of enterprises' knowledge-based employee.