The Study On The Relationship Between The Psychological Capital And Work Performance On Grassroots Employees In Changsha Star Hotels

At the moment, the hospitality industry has a good momentum of development in Changsha, domestic and international famous chain hotel are opening in Changsha, the hotel industry become a high degree of open and competitive sunrise industry. As labor-intensive service industry, hotel industry depended on the hotel staff to provide face-to-face service to customers, and employees are the foundation for the development of the hotel, the hotel industry competition in the final analysis, or human resources especially the talent competition. However, as the hotel industry, the competition between the problem in the operation and management of the hotel, such as the employee’s job performance level is not high, high staff turnover, these problems will affect the overall performance of the hotel, will affect the long-term development of the hotel. At this point,the rise of psychological capital theory research to the hotel human resources management provides a new Angle, psychological capital is to promote individual growth and development of a positive state of mind, a positive role in promoting the employees work performance, and it can be measured. Therefore, the hotel managers can through measurement, training and management of employees’ psychological capital to promote the improvement of hotel performance, keep the market competitiveness of the hotel.The article is from the grassroots employee’s psychological capital and job performance related research literature review. Firstly, it was analyzed the current situation of the grassroots employees’ psychological capital and work performance level in Changsha hotels, and found grass-roots staff to understanding fuzzy, lack of sense of belonging and connotation of psychological capital on pay satisfaction is not high,employees’ job performance level is relatively low. Secondly, by offering employees psychological capital and work performance of the relationship between hypothesis, using the questionnaire survey to collect the relevant data, and by using descriptive statistics analysis, variance analysis, correlation analysis and regression analysis to statistical data processing. Finally, getting the following conclusions: Psychological capital has significant effect on job performance, including psychological capital dimensions of hope,optimism, two dimensions has significant positive correlation with task performance. Four dimensions of psychological capital and the surrounding performance is no significant correlation between Job performances has significant influence on psychological capital,including task performance and self-efficacy, hope, optimism all have significant positivecorrelation between three dimensions, peripheral performance and no significant correlation between the various dimensions of psychological capital. Different gender of employees in the aspect of psychological capital and work performance does not exist significant differences. Different ages of hotel grassroots employees in psychological capital are no significant difference between the resilience of dimensions, but there are significant differences between other three dimensions. In job performance there is no significant difference between two dimensions. Employees with different cultural degree of significant is no difference in the self-efficacy dimension, as in the hope, resilience,optimism dimensions there were no significant differences. Different working fixed number of year of the employees in the work performance and psychological capital no significant difference on each dimensions, different department of the hotel staff in the work performance and there is no significant difference between the dimensions of psychological capital. Finally, according to the research conclusion, put forward some suggestions on the hotel human resources management, such as paying attention to the development of the psychological capital as a whole, the transformation of the mode of employee recruitment and selection, training, psychological capital assessment of employees’ job performance level,and on this basis to continue to study in the future.