A Study On The Impact Mechanism Between The Psychological Capital And The Employee Engagement

With the rapid economic growth and the rapid society development, enterprise managers gradually recognized that human resources are very important for enterprises to make organizational performance and obtain a competitive advantage. Enhancing the employee engagement and staffing the psychological capital are the focus and the difficulties of the human resources management, which are the keys to business successes. And they can encourage enterprises to achieve a win-win situation with employees. The results of the related theoretical studies has shown that the employee engagement is one important outcome variables of the psychological capital. At the same time, the psychological capital is an important intrinsic factors of the employee engagement. Therefore, this paper will study the impact mechanism the psychological capital towards employee engagement, and then intervene the mechanism so as to enhance the level of the organizational performance.Firstly, this article reviewes the researches on the related theories of the psychological capital and the employee engagement. Then it combs out the various elements of the psychological capital and the various structural dimensions of the employee engagement from the perspective of positive psychology. And on this basis, it gives the analytical framework and the research hypothesises of this article. Secondly, from the internal structures of the psychological capital, this artic le analyzes the four elements of the psychological capital, which are self-confidence, hope, resilience and optimism. Then it discusses the meaning and the definition of the employee engagement, and make a futher analysis on the impact mechanism in which the four factors and the psychological capital affect the employee engagement. Thirdly, this article analyzes the realationship between the psychological capital and the employee engagement of the case enterprises by using statistical analysis method with the SPSS. According to the results of the empirical analysis, it inspects the assumptions. Finally, this article make a conclusion of this study that psychological capital and its elements have a significant impact on employee engagement. We can develop and manage the psychological capital so as to enhance the employee engagement by setting up dedicated employee engagement management system, developing the overall psychological capital, developing the various dimensions of the psychological capital optionally, and developing a positive culture.