Research On The Relationship Between Psychological Empowerment And Job Performance About Knowledge Workers Of High-tech Enterprise

In the increasingly competitive knowledge-based economy era, talents has became the most critical factor for organizational development, regardless of a small enterprise, or a large country, China has proposed the strategy of rejuvenating the country through science and education, in other words, the main connotation of strategy involves respect knowledge and talent, adhere to the education-oriented, improves the quantity and quality of the intellectuals. All in all, to raise the overall quality of our nation’s workers, achieve the goal of fully enhance the comprehensive national strength, stands with proud in the nations. The goals of enterprise organizations accomplished are basically rely on three elments:people, financial, and material. These resources are configured and used abundantly and reasonably, is the first guarantee. As is known to all, financial and material resources are configured adequately and used reasonably main rely on people. Consequently, the very prominent position of human resources in the enterprise is obviously, a variety of resources in dynamic equilibrium under perfect configuration is a disruptive state. There is no doubt that every enterprise development and growth depends on every staff conduct their own activities at all times in pursuit of this ideal situation.Knowledge workers are the key and special groups of human resources, are the source of enterprises to gain competitive advantages, this is more evidently in the high-tech enterprises, because knowledge workers is the main force, the main staff of the innovation, the promoter of the development, the engine of reform, and the creators of beneficial results. The personal performance of every knowledge worker determined the ultimate performance of high-tech enterprises, hence, how to motivate knowledge workers to improve their personal performance to ensured overall corporate performance is becoming a manager’s expectation. Aauthorized frequently be used by managers as a means of incentives, however, only the true inner perception of authorization will have an impact on their behavior of enterprises’employees, More precisely, the real impact of the job performance of knowledge workers is the psychological empowerment. Presently, many scholars conducted studies on this point in academia. Unfortunately, however, the conclusions are controversial. The knowledge workers accounted for a high proportion in high-tech enterprises, the research on the relationship between psychological empowerment and worker performance is still worth to going on. Not only that, and the empirical research on knowledge workers who work in high-tech enterprises is rare.Reviewed many literature at home and abroad about the relationship between psychological empowerment and job performance, then put forward the hypothesis and selected mature scales in this research. after this, fixed the high-tech enterprises in the high-tech development zone and economic&technological development zone and so on in Heifei, which is a famous city of science and education. Lastly, issued and returned the questionnaire, validated the hypothesis by the primary data, put forward some suggestions according to the conclusion.This research includes five parts:The first part is preface. The primary contents includes background, purposes, meanings, methods, ideas, as well as the possibility of innovation.The second part is literature review. The primary contents includes the connotation of knowledge workers in the high-tech enterprises, and reviewed the existing research on psychological empowerment and job performance.The third part is research design. According to the latest research results and the theoretical basis of psychological empowerment, put forward the hypothesis of this article, defined the research methods and tools, designed the research questionnaires, hand out and withdraw the questionnaires simultaneously.The fourth part is empirical study. The reliability and validity of questionnaire will be tested by sample data in this part, and validated the hypothesis through the descriptive statistical analysis, correlation analysis, regression analysis and variance analysis.The fifth part is conclusion. According to this research conclusion, gave some constructive suggestions, pointed out the deficiency of this research and some expectations on the follow-up research.