Study Of The Relationship Between Perceived Organizational Support, Psychologicalcapitaland Job Performance

It has been predicted that the21st century will be the century of China. It isChina’s continually and steadily develop with a high speed in the past twenty yearsthat not only attract many foreign companies，but also accelerate the growth andexpansion of Chinese enterprises. How to improve business performance，enhance thecore competitiveness of enterprises through improving staff performance has been akey issue for enterprises to face the fierce international and domestic competition aswell as to achieve corporate strategic objectives and sustainable development. Theconcept of perceived organizational support and psychological capital provides a newpath to study the improvement of employees’ performance，which has attracted muchattention from domestic and foreign scholars in recent years.This paper attempts to explore and study the internal structure of perceivedorganizational support in the Chinese cultural context dimension. We wanted toanalysis the mechanism of effluences that perceived organizational support，psychological capital and collectivism/individualism values exerted over theemployees’ work performance. We also expected to further expand the organizationalsupport theory， psychological capital theory， job performance theory，collectivism/individualism values and other related fields to reveal the law ofimproving employee performance under China’s national conditions. Finally we wantto provide theoretical basis and valid mentoring program for China’s enterprisemanagement practice.This paper reviewed systematically the study of perceived organizationalsupport，psychological capital，job performance and collectivism/individualism valuesfrom the literature at home and abroad， combed various structural dimensions ofperceived organizational support，psychological capital，work performance. Then we proposed our theoretical model and hypotheses and selected and developed therelevant questionnaire as a research tool for the survey. We explored the relationshipbetween the variables and reached a conclusion investigating289employees onsubstantial evidence.The results showed that：Chinese employees perceived organizational support isdivided into perceived supervisor support，perceived organizational support andperceived colleagues support. Perceived organizational support and its varioussub-dimensions had a significant positive correlation and positive effect onemployees’ performance. Employees’ psychological capital also had a significantpositive correlation on employee performance，which did not show the intermediaryeffect on the relationship between perceived organizational support and jobperformance as we supposed though. In addition，we also founded that the perceptionof collectivism/individualism values had a regulatory effect on the relationshipbetween perceived organizational support and job performance：perceived supervisorsupport had a stronger positive impact on task performance，interpersonal promoteperformance when the employee was inclined to individualism; organizationalsupport had a stronger positive impact on interpersonal promote performance andwork dedication performance when the staff values was inclined to individualism.