The Relationship Between The Influencing Factors Of State-owned Enterprise Employee's Psychological Capital

Nowadays, with the increasingly competitive business environment of economic globalization and international market, the issue of how to acquire, develop and make good use of the employee's psychological resources , improve the quality of human resources and investment income, so that organizations gain a competitive edge, has become a very important problem which corporate human resources management must facing with. In order to better develop and manage the employee's psychological capital, we should know which factors that have a clear impact on the employee's psychological capital, especially in the new situation, the task of exploring the key elements has a vital meaning for improvement of the efficiency of human resources management.This research randomly selected the number of Lanzhou City staff for the state-owned enterprises, investigated 218 enterprise employees by using proactive personality questionnaire, organizational innovation climate scale , psychological capital questionnaire (Chinese version) as well as the scale of Utrecht work/job engagement, explored the relationship between proactive personality, organizational innovation climate ,psychological capital and work/job engagement, SPSS 13.0 and Amos 5.0 were applied to analyze data. The results are follows:1. With regard to the factors that affect psychological capital. This research through searching a large number of literature studies, from the individual level and organizational level, respectively, putting forward two variables of proactive personality and organizational innovation climate to make the discussion. The results show that the hypothesis be supported, both of the proactive personality and organizational innovation climate produce positive impact on psychological capital, the two factors explain the vast majority of the variance of psychological capital, and moreover, the effect of organizational innovation climate is greater than the effect of the proactive personality. The interaction between the proactive personality and organizational innovation climate is not significant.2. The research results of psychological capital variables on the outcome show that the psychological capital produce a positive impact on work/job engagement, the hypothesis be supported, and the effect of psychological capital as a whole is greater than the effect of the single dimension.3. There is a significant regulatory role of psychological capital between proactive personality, organizational innovation climate and work/job engagement. Specifically, the typical individual of proactive personality, in a good organizational innovation atmosphere, the higher the level of psychological capital, the work of more inputs; the other hand the lower level of psychological capital, the degree of work into the lower. The four dimensions of psychological capital: self-efficacy, hope, resiliency, optimism also show significant regulatory role.Finally, on the basis of the discussion of the research results,practical suggestions are promoted.