A Research On Employee's Job Characteristics, Psychological Capital And Work Performance

Work is a very important part in people's life. As the leading role in work sphere, no doubt, people have decisive effect on the quality of work. Since when, the topic of "How to exploit human resource" has become very popular in the management world. In a book called "The champion of Human Resource", Dave Ulrich, the earliest ancestor in this field, put forward the concept "human resource". He pointed out that under the fierce business atmosphere, how to exploit and retain employees would become the key points for competition among enterprises. In light of this, many scholars and enterprises, domestic or overseas, were or are sparing no effort to do researches and investigate the following aspects:how to make employees exert their greatest potentialities; what factors can influence employees'work performance; what factors can influence employees'initiative as intermediary variables, and how to make employees'performance reach benign circulation, and so on.In the spirit of that, this paper focus on three dimensions:job characteristics, psychological capital and work performance. Based on previous researches, the writer will investigate the relationships among those three variables to enrich researches in this field and provide constructive suggestions for some relevant businesses. The writer investigated 200 employees from Shandong, Shanghai, Beijing, Shenzhen, Henan, and so on. At last 179 valid questionnaires were collected. Then the writer did factor analysis, correlative analysis and regression analysis to the data.The study has reached the following conclusions:(1)For job characteristics and its five dimensions, there are remarkable differences in gender, age, civil state, education, working age and department to different extent;(2)For Chinese employees, job characteristics, psychological capital and work performance have positive interrelated relationships between each other;(3)Job characteristic can predict psychological capital and work performance greatly. And psychological also can predict work performance to a large extent;(4)Psychological capital plays an intermediary role between job characteristic and work performance. Job characteristic can influence work performance through psychological capital.