The Study On The Influence Mechanism Of Knowledge Worker Psychological Capital On Creative Performance

Innovation has been an important factor for the development of organizations. Some study results indicate that employees'creative ideas are critical components of innovation in organization level and have been core of competitive advantage in organization. Therefore, knowledge workers who work in creative task in organization become more and more valued. Those scholars in the field of organization and human resource management research and managers in practice make and implement many policies in performance improvement and rewards in order to motivate knowledge workers. Whereas, more and more knowledge workers feel tired and lack happiness which have influence on their work efficiency and performance because the enterprises overlook their psychology characteristics and need. As a results, there is a need for organizations to study how to cultivate and improve knowledge worker positive psychological attitude and psychological capacities in task finishing, learning, innovation and Guan-xi, then facilitate knowledge worker intrinsic motivation and psychological contract, and improve creative performance.This paper made a thorough literature review about psychological capital and creative performance. It developed the following studies around the core concept knowledge worker psychological capital.The first study is to develop the construct of knowledge worker psychological capital, which collects data by interviews and open questionnaire. Focus on capturing the key elements of knowledge worker positive attitude which has effect on their performance. On this basis, it analyses the materials through the grounded theory process, founds the conception of knowledge worker psychological capital should include4dimensions:task psychological capital; contextual psychological capital; Learning psychological capital; innovative psychological capital.The second study is to develop measuring scales of knowledge worker psychological capital. On the basis of grounded analysis results and literature reviews,49items were retained. Then the exploratory factor analysis retains46items which include4dimensions through analyzing the pre-test data. Next, the formal research collects423questionnaires from42companies, and verifies stability of the internal structure of knowledge worker psychological capital, which includes four dimensions by confirmatory factor analysis. The third study is to test the effectiveness mechanism of knowledge worker psychological capital. Base on Self-determination Theory and Social Exchange Theory the paper build up a theoretical model after integrating the literature reviews about creative performance, intrinsic motivation, psychological contract. In this model, four dimensions of knowledge worker psychological capital influence creative performance with the mediate effect of intrinsic motivation and psychological contract. Then the model is tested empirically. The results indicate that intrinsic motivation and psychological contract are the most immediate antecedents of creative performance. Both of them influence creative performance directly, while psychological contract also influences creative performance via intrinsic motivation. The four dimensions of knowledge worker psychological capital influence creative performance via intrinsic motivation and psychological contract. While task psychological capital, learning psychological capital and innovative psychological capital have direct effect on intrinsic motivation. Task psychological capital and contextual psychological capital have direct effect on psychological contract. In addition, Learning psychological capital, innovative psychological capital and contextual psychological capital have effect on task psychological capital.At last, the implications of the findings along with some potential practical applications are discussed.