The Action Mechanism Research Of Work Vitality To Work Happiness

In the view of modern management theory, human capital has become the most important factor in enterprise management. Because talent is the root of the enterprise, the talented person can lead to the success of the enterprise, they can also determine enterprise’s rise and fall. So how to retain employees, and make employees have a strong sense of belonging to the enterprise, has become a significant research topic in the enterprise, and become an important measure factor of whether an enterprise can be immortal. There is no doubt that employee happiness determines whether employees will work in the enterprise with full of passion continuously, decide whether the enterprise can realize stable long-term development. The degree of work happiness ultimately reflected in the employees’ vitality and work performance. If employees keep a dynamic state in the work, deal with people and things in the work with full of passion and optimistic upward state, they would be able to finish the work in high efficiency, high quality, the entire enterprise emerged a vibrant state, then the enterprise will must develop better and better.This paper studies the action mechanism of work vitality to the work of happiness, including the influence of overall work vitality on work happiness, the influence of each dimension of work vitality on work happiness and the intermediary and adjustment effect between work vitality and happiness. This paper analyzes the collected data by using the statistical software of SPSS and AMOS, confirmatory factor analysis, structural equation, and hierarchical regression analysis method. The main conclusions include:1. Work vitality has significant influence on work happiness. Work vitality (overall) has significant positive influence on job happiness. There is a difference between the influence of overall work vitality on work happiness and the influence of each dimension of work vitality on work happiness. The learning dimension has no significant effect on the work happiness, but the rest three dimensions enterprise, responsibility and energy all have significant positive impact on work happiness.2. The evaluation of the director plays a significant moderator role work on work vitality and work happiness.3. Organizational trust does not have adjusting effect on work vitality and work happiness.