Empirical Study On Psychological Capital, Job Satisfaction And Job Performance Of The Sales Staff

With current rapid economic development and the acceleration of technologicalchange, more and more people have realized that the human resources is aninexhaustible motive force for enterprise to maintain sustainable competitiveadvantage. The psychological capital is built on human capital and social capital. Toinvest psychology capital can help employees improve job satisfaction andperformance. At present, research on the relationship among psychological capital, jobsatisfaction and employee performance is much less, especially no sales staff asresearch objects. This paper will start from the related theory, through questionnairesurvey and empirical analysis method to explore the relationship betweenpsychological capital and job satisfaction, job performance. At last, this paper hopesto provide a new perspective to manage and develop staff for the organization’smanagement.This study selected Beijing, Shandong, Henan, Shanghai as the location ofsampling and chose the sales staff from different industries as the research object, aswell as used Luthans’ psychological capital questionnaire (PCQ-24), the Minnesotasatisfaction questionnaire (MSQ) short work performance questionnaire and SunFangyuan’s employee performance questionnaire as the research tool. Meanwhile, thestudy conduct descriptive statistics, correlation analysis and regression analysis todetermine the relationship among sales staff’s psychological capital, job satisfactionand job performance.The empirical results show that: the psychological capital of sales staff and itsdimensions, including self-efficacy, hope, optimism, tenacity (resilience) have asignificant positive effect on job performance and its various dimensions, includingtask performance, contextual performance; psychological capital and each dimensionhave a significant positive influence on job satisfaction and various dimensions,including management style, the work itself, the development of space, workremuneration, working conditions and interpersonal relationships; job satisfaction andvarious dimensions have partly effect on job performance and its dimensions. Jobsatisfaction plays a partial intermediary role in the influence of psychological capitalon job performance.