The Research About The Relationship Among Positive Affection、 Work-Family Relationship And Job Performance

With the development of economy, if the company want to keep competitive advantagein the market, the managers should improve the company’s performance. Because company’sperformance is completed by employees, how to improve employees’ job performancebecome a key for managers. So in this context, the thesis is a research about the influencerelationship among positive affection、work-family relationship and job performance withemployees, using theoretical and empirical methodology. The managers about humanresource can find some suggestions from the research results, aiming at the problem ofimproving employees’ job performance.Firstly, the thesis reviewed and summarized the pertinent literature about positiveaffection、work-family relationship and job performance. Secondly, based on the existingresearch results of triadic relation, the thesis put forward the research hypotheses andstructured the model about the relationship of positive affection、work-family relationship andjob performance. Then, referred to the mature questionnaire at home and abroad, the thesis setup and tested the questionnaire for this research. Based on the liability and validity, the formalquestionnaire was formed. Using the SPSS17.0, the thesis analyzed the data from thequestionnaire survey of company employees through correlation analysis, regression analysisand mediation effect testing. Finally, the thesis got the final model and the main conclusionsthrough proved and revised the original model.Though an analysis and disussion about the relationship of positive affection、work-family relationship and job performance. We can get the main conclusions as follows:(1) Positive affection has a remarkable positive impact on job performance. People whohas higher positive affection, his job performance is the higher.(2) Work family conflict has a remarkable negative impact on job performance. In threeelements of work family conflict, the conflicts of behavior and time have impact on jobperformance. The impact of behavioral conflict is more than others. However, pressureconflict has not impact on job performance.(3) Work family enrichment has a remarkable positive impact on job performance. Inthree elements of work family enrichment, the enrichments of psychological capital and development have impact on job performance. The impact of psychological capitalenrichment is more than others. However, emotion enrichment has not impact on jobperformance.(4) Work family conflict has not mediating effect on the influence on positive affectionand job performance. However, work family enrichment has a part of mediating effect on theinfluence on positive affection and job performance.On the basis of the conclusions, the managers of human resource can take somemeasures for improving employees’ job performance. Such as recruiting employees withpositive affection; training employees’ positive affection and persuading employees far awayfrom negative emotion; setting up a hommization atmosphere in the company; carrying outflexible schedule; offering some cooperation projects of family friendly. However, because ofthe limitation of knowledge and time, there are still some shortcomings in this thesis. Theinfluence mechism of positive affection、work family conflict、work family enrichment andjob performance still has many problems. This research remains to be futher complement andperfect.