Research On The Influence Of Staff Training On Work Performance Based On Psychology Percption

With the growing demands of Business and staff development, the role of stafftraining becomes more and more important. Therefore, managers have paid moreattentions on staff training effects, especially on the employee performance promotionwhich is an important component of staff training. However, how to improve thetransformation effects between the training and performance scientifically has become adifficult problem to managers. This article introduces the psychological perception tobusiness management practices, using the theoretical and empirical methods to analyze theeffects of perceived organization support and psychological contract theory on therelationship of staff training and employee performance. Our research purposes is to assistmanagers understand the inner demand of employees, and investigate the mechanism ofstaff training and performance improvement based on psychological perception, andprovide preliminary proposal for managers.The study is divided into five parts. The first part is an introduction, describing themeaning, innovation, purpose, content, technology roadmap and structural arrangements.The second part is literature review, including staff training,POS,PCT and staff workperformance.The third part is the research design, including theoretical model, hypothesisand questionnaire design. The fourth part is data analysis and hypothesis testing, includingreleasing and collecting the questionnaire, analysing questionnaire reliability and validity,and making the conclusion through the analysis results. The conclusions are:(1)Stafftraining can improve employee’s preformence, perceived organization support,psychological contract;(2)Employee’s perceived organization support, psychologicalcontract can increase or decrease employee’s preformence;(3)Perceived organizationsupport, psychological contract mediate the relationship between Staff training andemployee preformence;(4)Perceived organization support,psychological contractalternately mediate the relationship between the other variable and employeepreformence.The last chapter includes the conclustion of this study, expounded thetheorical and practical meaning further, as well as the research limitations and future studydirections.