The Mechanism Of Perceived Organizational Support On Job Performance

As market competition becomes more intense, long-term development ofenterprises depends on their performance continued to improve, while corporate andteam performance is created and embodied by the staff. How to stimulate theenthusiasm and improve performance of their staff best has increasingly become athink-hard and urgent management problems for research scholars and corporatemanger. In recent years, the research between organizational support and jobperformance is a hot research content of employee performance in the organizationalbehavior and human resource management research field.The study will discuss the mechanism between Organizational Support of staffand their job performance, and focus on analyzing the intermediary role ofpsychological capital in the relationship. The paper take those conceptions such as theorganizational support, psychological capital and job performance into a unifiedanalysis framework, it also analyze the regulatory role of Proactive Personalitybetween the organizational support and psychological capital then describe theregulatory role of job characteristics and its dimensions between psychological capitaland job performance, in order to enrich the theory of crossover study and thusdescribe the business and employee relationship more clearly.The paper review and conclude previous studies at beginning in order to build theresearch framework of organizational support, psychological capital and jobperformance, and then propose the corresponding research hypothesis to clear theoverall design of the study. Based on the previous studies analysis to select thequestionnaire of research needs. By data collection from272employees and Spss11.5,the paper choose the data correlation analysis, regression analysis and varianceanalysis to verify the hypothesis of this research, and also to validate and improve theidea of the research model. Specifically, this study found the following empiricalresults:First, there were demographic variables differences existing in PerceivedOrganizational Support, Psychological Capital, Job Performance, Proactive Personality.Second, POS positively predicted Psychological Capital.Third, POS positively predicted Job Performance and its dimensions.Fourth, Psychological Capital also positively predicted Job Performance and itsdimensions.Fifth, Psychological Capital partial mediated the relationship between POS andJob Performance and its dimensions.Sixth, Proactive Personality had moderating effect on the relationship betweenPOS and Psychological Capital. Also, the higher the level of the individualforward-looking, the positive influence from organizational support to psychologicalcapital is weaker, on the contrary, the positive influence is stronger.