The Research On The Relationship Among Self-leadership And Self-efficacy And Job Well-being Of The Knowledge Workers

With the rapid economic development, physical capital, and other traditional factors of production is no longer the first capital of the value creation and value-added "knowledge" has become a strategic resource. Past competition between the enterprises is the matter with the money, the tube of fiscal and management objects, methods and techniques can be continuously optimized and improved, but the rapid development of knowledge-based economy today, technology has encounter a problem, a carrier of knowledge-knowledge-based employees formed the core competitive advantages of the corporate heart. Since the capacity and performance of knowledge workers is a core source of competitive advantage, knowledge workers "access, retention, and development" has become the key factor in the development of enterprises. This requires the development of modern enterprises, with the new human resources management model that corresponds to. Within the modern enterprise, the employees’ intelligence, personal abilities, as well as the individual needs of increasingly become a new human resources management must be of concern.In recent years, becoming more of a combination of psychology and human resource management. Originated in psychology in emotional intelligence has become a hot issue for the field of organizational behavior. It generally believed that emotional intelligence refers to people processing and the processing of emotional information and ability to solve emotional problems. Work happiness is a reflection of the happiness in the areas of work from employees in all aspects of the specific areas of work arising from the perception, evaluation, motivation and emotion. Specifically, the staffs judge the organization in all aspects of interpersonal relationships, self-worth, self-growth, living the extent and level of satisfaction and generate positive or negative emotions. Knowledge-based employees, not just to get the economy revenue of more in order to meet the psychological needs respected, and thus meet the psychological needs of self-realization; For businesses, the knowledge-based employee self-leadership, self-efficacy sense and work well-being affects their attitude and knowledge, and ultimately affect the behavior and performance of staff and further affect the performance and goals.In this paper, a knowledge-based employee self-leadership, the relationship between self-efficacy and happiness as the focus of the study, analysis on the basis of previous literature and research results, knowledge-based employee self-leadership dimensions of a specific theory analysis and evidence of self-leadership to build a knowledge-based employees, and on this basis, the theoretical model of self-efficacy and work happiness, then the use of survey methods and statistical methods to analyze the questionnaire results, including statistical analysis The methods include reliability and validity analysis, factor analysis, descriptive statistical analysis, correlation and regression analysis. The purpose of this study is to better grasp the psychological and behavioral characteristics of knowledge workers for the enterprise, in order to provide some theoretical guidance for the enterprise human resources management.This article a total of the following five chapters:Chapter1is divided into introduction, which includes the research background, purpose and significance of research methods and ideas; Chapter2Literature Review. The accumulation of previous studies based on self-leadership, self-efficacy and work well-being variables in terms of concepts, dimensions, measurements and research concluding comments; Chapter3Building a knowledge-based employee self-leadership, self-efficacy and work well-being among the three theoretical models proposed in previous studies based on the hypothesis of this study, a total of four basic assumptions, and the three variables used its own definition and research the scales are described; Chapter4, statistics and empirical analysis. Returned questionnaires, the results of statistical analysis, statistical analysis including descriptive statistics, reliability and validity analysis, confirmatory factor analysis, analysis of variance and regression analysis, Chapter3of the proposed research hypotheses; Chapter5. conclusions and Prospects. Discusses the empirical results obtained in Chapter4, the proposed management recommendations accordingly, and finally to further explore the limitations of this study and future direction of development.The results show that:(1) knowledge-based employee self-leadership and well-being have a significant positive effect. The cultivation of self-leadership to some extent, enhance the level of happiness.(2) knowledge-based employee self-leadership and self-efficacy has a significant positive effect. Self-cultivation led to a certain extent to enhance self-efficacy.(3) knowledge-based employee self-efficacy and work well-being have a significant positive effect. Self-efficacy to some extent, enhance the level of happiness.(4) self-efficacy in self-leadership and happiness from the part of the intermediary role.The innovation of this study is mainly reflected in the study:This study, knowledge workers to study the self-leadership, self-efficacy and work well-being; exploratory asked the intermediary role of self-efficacy, examine their self-leadership the specific mechanism of action in the work relationship happiness, enrich the happiness of self-leadership and research, made a number of management proposals on this basis, laid the theoretical basis for future study of knowledge workers in China.