The Research On The Relationship Between Psychological Capital And Work Engagement Based On The Differences Of The Employees Of Enterprises And Institutions

This research combines the psychological capital and work engagement, explores the differences on these two variables based on the enterprises and institutions, and hoping to explore the relationship between two variables.According to the theoretical review, the article makes an empirical research with enterprises and institutions in Tianjin and Shanghai. The initial questionnaire is adapted by psychological capital questionnaire(PCQ),the Utrecht Work Engagement Scale and Copenhagen Psychosocial Questionnaire. The study appropriates modifications to the questionnaire through the pre-test with small samples, and then confirms the final version of the questionnaire. The article makes the data analysis by using statistical software-SPSS11.5.Through factors analysis of the two variables, the work engagement is concluded into three factors which are"absorption","vigor"and"dedication". And psychological capital is concluded into four factors which are"confidence","hope","optimism"and"resiliency". The research firstly studies the differences between psychological capital and work engagement based on the demographic variables, and then analyses the differences based on the enterprises and institutions, and the relationship between the two variables. The conclusion is: (1) Analysis of differences in work engagement, employees of enterprises and institutions in gender,age, education, working age, function and job level all have significant difference.(2) Analysis of differences in psychological capital, different in every variable of the demographic all has significant difference. (3) Work engagement and psychological capital of employees of enterprises and institutions are significant correlated. (4) Psychological capital can affect the three factors of the work engagement.The dissertation hopes to integrate work engagement and psychological capital, and put these theories into practice. According to the empirical research concludes, the article gives some suggestions of how to managing psychological capital, and finds a realistic way to enhance employees'work engagement.