The Association Mechanism Of Corporate Culture, Empowerment And Job Performance

Management is based on the culture and aimed on performance; moreover psychological empowerment is the interaction between the enterprises and employees. It is 30 years since Reform and Opening-up by which the competitiveness of our enterprises has been greatly improved, but the culture, work performance and psychological empowerment is still relatively weak. Enterprise culture is often a mere formality, not deep inside employees; employee Performance improvement is replaced by the blind pursuit of financial performance, affecting their overall performance improvement; many enterprises lack the awareness of authority and ignore the perception of psychological empowerment of employees. These problems will certainly affect the sustainable development of Chinese enterprises. Theoretically, Enterprise culture, psychological empowerment and job performance of the research are still in fragmented state of the three which is not good of understanding of the relationship of them and to better guide the practice of business management. Here, the enterprise culture, psychological empowerment and job performance will all be included in the study, it will take psychological empowerment as an intermediary, job performance as the measure, to build enterprise culture, psychological empowerment and job performance structural equation model and relationship of them.This research is divided into five chapters. Introduction section describes the research background and the reality of the theoretical background, as well as the theoretical study and practical significance, this study proposed to study the main issues; Theoretical Review and summarize some sort theory of enterprise culture, psychological empowerment theory, the theory of job performance status and dynamic evolution of the shortcomings and problems as well; model construction and assumptions based in part on the theory, research questions and research objectives by the enterprise culture, psychological empowerment and job performance of the basic analytical framework and research hypotheses; data analysis part of the use of descriptive statistics, correlation analysis, factor analysis, the data processing, and the conceptual model with AMOS to test underlying assumptions; conclusions and outlook section summarizes the full text of the research process and the main conclusions and inadequate.Through analysis, this study ultimately found that enterprise culture including flexible-type and stable-type. Psychological empowerment, including autonomy, self-efficacy, the meaning of work and work influence these four dimensions. Job performance, including task performance, job dedication , interpersonal performance and adaptation performance these four areas. Flexible type culture and the psychological empowerment dimensions related to the impact and meaning of work, dedication and job performance and interpersonal work related to the promotion dimension, while the influence of psychological dimensions of the work authorized only to the work of dedication and job performance dimensions related to the meaning of work dimension associated only with interpersonal promotion; stable culture and psychological empowerment dimensions of autonomy and self-efficacy correlated with job performance and adaptation to performance-related task performance, and psychological dimensions of autonomy in authorized only associated with task performance, self- performance dimensions associated only with the adaptation performance. Validated psychological empowerment in the enterprise culture and the role of intermediary between psychological empowerment.