Research On The Influence Of Occupational Well-being And Organizational Identification On Job Performance

Under the back ground of China’s New Normal, The transformation and upgrading of enterprises has become the only way for its future development. And the human resource is the most precious treasure for enterprise transformation development.Currently, the new generation employees have become the backbone of the enterprise development. It is critical for the sustainable and healthy development of enterprises to furthest develop staff potential and be used effectively by them. As a means of organization incentive, Occupational well-being is an important tool for employee development. However, domestic and foreign scholars on happiness research mainly focus on the groups, such as the citizens, the elders, college students. The research which takes the enterprise staffs as the object to discuss work well-being and and its relationship with related variables is relatively insufficient. At the same time, with the development of China’s reform and opening up, the dependency of employees on enterprises is increasingly weakened.In the Business community and academic circles,Organizational identification is currently the hot topic. In previous studies, scholars used to ignore the important effects of organization identification on work performance.Therefore, This paper aims at researching the influence of occupational well-being on job performance taking organizational identification as a mediator. It is of great significance to improve employee well-being and promoting enterprise development.This paper, taking the new generation employees as survey sample, constructs the relationship model among occupational well-being, organizational identification and job performance and propose the relevant assumptions on the basis of the reviewing the related literature. Then, through reviewing and concluding the relevant scales on work well-being, organizational identity and job performance, this research designs the survey questionnaire combined with the characteristics of the new generation employees and collect the data. Lastly, Analyze the collected data with the aid of the SPSS21.0software to validate the research models and assumptions. Statistical methods includes descriptive statistics, reliability and validity testing, correlation analysis and regression analysis in this paper.Through the empirical analysis, the main conclusions are:(1) Occupational well-being has significantly positive effects on job performance. Environment control,self-acceptance, development prospect, interpersonal relationship have a positive effecton relationship performance; Work value, the salary welfare, the environment control,self-acceptance, the interpersonal relationship plays an important role in the task performance; As for learning performance and innovation performance, work value,environmental control, development prospect, interpersonal relationship has significant positive influence.(2) Work happiness has significantly positive effects on organizational identification. In addition to environmental harness, all dimensions of work well-being have a significant positive impact on organizational identification.(3)Organizational identification has significantly positive influence on job performance and its its various dimensions.(4) Organizational identification partly mediates the influence of work well-being on job performance. According to the above conclusions,this article, from the perspective of occupational well-being and organizational identification, puts forward some suggestions to improve the new generation employees’ job performance.