Empirical Study Of Psychological Capital On Staff Suggestions And Behavior

With the speeding up of world economic integration, the competition between organizations are increasingly fierce, the environment is facing more and more dynamic and complexity. In this situation, the enterprise only relies on the wisdom of the management development enterprise doesn’t work, also need the wisdom of the workers. Therefore, give full play to the staff’s enthusiasm and creativity, encouraging its actively for the enterprise development, put forward to improve the enterprise the management strategy, crucial to enterprise’s development. But, for now,the staff concerned, could not advice, recommendations and even not dare not. This would require the organization to raise the level of employees’ psychological capital, strengthen the administrative support staff awareness, to create a harmonious working atmosphere, encourage employees to actively ", at the same time of self realization, promote the development of enterprises, make the enterprise impregnable.At present, in the empirical academic research about psychological capital and employee voice behavior, especially research rarely adding moderator variable. This paper is based on the Chinese situation, starting from the two research focus of psychological capital and employee voice behavior, through the questionnaire survey, to study the relationship between psychological capital, perceived supervisor support andemployee voice behavior between the three, and for the human resource management practice provides recommendations.Firstly, the relationship between psychological capital management support, employee voice behavior and sense of the three, to comb and summarize. Secondly, this paper studies the model construction, and puts forward the corresponding hypothesis. Third, the sample data collected,empirical research with the help of the statistical software SPSS21.0.Fourth, empirical study of the summary of the results, the empirical results show that: in the China context, employees’ psychological capital is in accordance with the four dimensions said; demographic variables of psychological capital, perceived supervisor support and voice behavior effects of different; psychological capital has a positive effect on employee voice behavior; feeling positive effect on employees’ psychological capitulation voice behavior support supervisor. Fifth, on the empirical results of this study are explained, based on this, puts forward the proposal from two aspects of organization and employees.Finally, analysis and Research on the innovation and shortcomings of this paper, and the future research direction is pointed out.