The Study Of Authentic Leadership And Psychological Capital Based On Employees' Performance In Private Enterprises

After the SanLu crisis in china, there emerged a great mass fervor on the issue of authentic and positive psychology. The concepts of Authentic Leadership and Psychological Capital were emerged in the few recent years internationally, and had a perfect match for the Characteristics of china now because the economies are in transition.This research started from paper study, present with a systematic insight of Authentic Leadership and Psychological Capital research for now. Otherwise, based on the interview, this paper also combined with an empirical study, we chose the most fast-moving and prosperous area of Private Enterprises ---Zhe Jiang and researched in 3 companies. In the empirical study, we designed 2 quentionaires, one for employees to investment the Psychological Capital and the feeling of Authentic Leadership, the other for leaders to investment the Performance of employees. This research sent 350 employee questionnaires recalled for 312 actually, and after we removed the invalid questionnaires and we got 294 finally to do this research. For the leader questionnaire we sent 150 got 132 feedbacks, and 126 of them effective, met the needs of statistics. By using the SPSS 19.0 and EXCEL 2007 we had a statistic analysis for those collected data, in this research we found the in-dependent variable Authentic Leadership itself and the 4 dimensions of it all have a positive and significant correlation with the Performance of employees, the regression procedure also proved this.The Psychological Capital of emplooyees have a positive and significant correlation with the employees'Performance, according the regression analysis, we found Confidence are all significant with Task Performance, Interpersonal Performance and Job Involvement; Optimistic and Resilience are significant with Task performance; Hope is significant with Interpersonal Performance; and Resilience is significant with the Job Involvement of employees.What's more important, for the mediator effect, we found Psychological Capital mediate partially the relation of Authentic Leadership and Task performance of employees; have no mediation between Authentic Leadership and Interpersonal Performance; while for Authentic Leadership and Job Involvement, Psychological Capital have a full mediation.At last, we found demographic factors affect the variables in some way. Gender has no significant difference in Authentic Leadership and Psychological Capital. Married or not do not affect Authentic Leadership either, but for Psychological Capital married people are higher than single ones. Education shows significant difference between groups, for Psychological Capital, the high-school group has the highest level and lowest for junior-school; for Authentic Leadership, the 3-years college group has the highest level and the lowest group is the master degree group.