Effects Of Psychological Capital On Employees' Career Success

Based on the related studies both at home and abroad,the author of the thesis tries to study the status of the psychological capital of the employees and find out the relationship among the psychological capital,the core self-evaluation and career success by investigating more than 300 employees who work either in state-owned enterprises,private enterprises,joint ventures or foreign-funded enterprises in the Pearl River Delta.Firstly,the author makes an on-the-spot investigation on the psychological capital structure and its stability under the background of Chinese culture.The results show that the Cronbachαvalue of the reliability analysis of the Psychological Capital Scale is 0.8863,which indicates that Psychological Capital Scale has good construct validitySecondly,the author makes a study on the differences between the demographic variables and the operating characteristic variables.The results show that demographic variables,such as sex,age,education,marital status,work experience, nature of an enterprise,place of work,have little influence on self-efficacy,hope, resilience,optimism,psychological capital variables.General staff's self-efficacy is significantly lower than the middle-high level cadres;staff who has been with the current job for more than 3 years has higher self-efficacy than other staff;financial and accounting staff's self-efficacy is lower than others(Except customer service); marketing staff is noticeably higher than administration staff and customer service staff;financial and accounting staff's hope is lower than others;resilience of financial and accounting staff,administration and PR staff,and customer service staff is significantly lower than marketing staff and R & D staff;financial and accounting staff's psychological capital is remarkably lower than others;while customer service staff's psychological capital is significantly higher than marketing staff and R & D staff.Thirdly,the author makes a study on the differences between the demographic variables and the operating characteristic variables of the staff's career success.The results show that influences of sex,job,place of work,have no little influence on the objective career success(salary level,promotion frequency) and subjective career success(career satisfaction).The promotion frequency and salary level of married employees' are significantly higher than those of unmarried;staff with higher education will get higher salary level but lower promotion frequency;general staff's promotion frequency,salary level,and career satisfaction are remarkably lower than others;staff who has more work experience in the current job has higher promotion frequency and salary level;production staff's promotion frequency is higher than administration and PR staff,marketing staff and customer service staff;staff of individual enterprise is significantly lower than those of foreign investment and joint ventures. Fourthly,the author studies the relationship among the psychological capital,the core self-evaluation and career success.The results show that:psychological capital has little influence on objective career success(salary level,number of promotions); however,to subjective career success(career satisfaction),it has direct impact as well as indirect effects through the core self-evaluation;the path coefficient are 0.185 (p＜0.01) and 0.536(p＜0.001).The core self-evaluation not only has direct effect on the subjective career success(career satisfaction),but serve as the final variables of the influence which psychological capital act on career success;the path coefficient is 0.377(p＜0.001),which indicates that core self-evaluation is playing as an intermediation in promoting the relationship between of psychological capital and subjective career success(career satisfaction).Finally,the author analyzes the conclusions of the study;pointes out the problems exist in the process of the study and looks forward to the future research.