An Empirical Research Of Employee Well-Being Based On The Perspective Of Psychological Captial

In order to get better life, people must work in a good organization. Work is the most important factor affects people’s life attitudes and their evaluation. For employees, organization is their living place and of great significance to their personal happiness. From the personal motivation of employees, in addition to get the bread in the organization, employees are more eager to get the ideal food for the soul-happiness. Our country is in the period of social transition, the staff wages in growth, the cost of living has been improved and the working rhythm of the life has been accelerated today, as bringing to people’s physical and mental pressure. Our staff is facing the complicated contradictions and conflicts they never experienced, and organization also becomes hopes for many employees. However, recently some real problems make us feel panic, such as the employee’s non-normal deaths in the company Shenzhen Foxconn, huawei. This causes personal injury to the employees. And corporate social responsibility as well as to the employee’s responsibility were criticized, further, it will cause more negative affects. Employees are the core resources of the organization, and the happiness of the staff is an important index reflects the enterprise good or not. It is a worth goal of improving the staff’s happiness in the organization. In this paper, through literature study and based on the empirical investigation of the employees, first of all, it discusses that the psychological capital directly impact on employees’happiness; secondly, by the intermediate links of employee engagement, we explore that psychological capital and its each dimension indirectly effects on employees’happiness; finally, combining with the conclusion and the consideration of the management practice, we put forward management advice to improve employees’well-being. Specific content is as follows:The first part mainly introduces the background, significance, content and main innovations of the research. The second part mainly reviews the relevant theories of psychological capital and employee well-being, to understand the research status and deficiency, and provide theoretical support and starting point for my paper. The third part is the research design that reviews the existing research to provide theoretical basis of the hypothesis, and design, distribute, collect and sort the questionnaire of enterprise employees. The fourth part, we use the statistical tools to analyze the reliability and validity of the questionnaire The fifth part, we analyze the relationship between the variables to validate some of the assumptions that proposed. The sixth part, through the regression analysis, we explore the psychological capital directly impact on employees’happiness. The seventh part, we verify psychological capital through engagement indirectly affects employee well-being. The eighth part, we discuss the conclusions of this paper with the previous research and find some considerations; on this basis, we put forward some targeted suggestions; finally, we summarize the deficiencies and the direction of this article. Among them, the main conclusions of my paper are these:There is a positive correlation in psychological capital, employee well-being and engagement; psychological capital has a positive impact on employee well-being and engagement; engagement has a positive impact on employee well-being; psychological capital can not only directly affects employee well-being, but also directly affects employee well-being through employee engagement, specifically, engagement is a partial intermediary role in the impact that psychological capital impact employee well-being.According to the conclusions of this paper, my study put forward these recommendations to improve employee well-being in our organization management practice. As follow:1. Create a healthy, supportive and harmonious organization;2. Achieve competent leaders on all levels in the organization;3. Design the interesting, rich and autonomy work for employees.