Study On The Relationship Between The Enterprise Employee Training Development And Performance Based On The Psychological Capital Perspective

With the sustained and steady economic development, companies grow rapidly,competition among enterprises is increasing. Then, how to survive and develop in the fierce market competition is an important problem of modern enterprises. How to improve individual performance, thereby increase organizational performance and enhance the core competitiveness of enterprises is the key to deal with the fierce competition. Employees as one of the most important resources of modern enterprises, begin to get more and more attention. Training and development as the main form of human capital investment, is a effective method to improve the enterprise employees’ individual performance.Through training and development, employees can get required koowledge, ability and quality, can be better qualified for work, improve the efficiency of work, and then improve the performance of the organization. In recent years, psychological capital as a capital get more attention, enterprise training gradually introduces into psychological factors.Traditional training development most pay attention to the cultivation of employee skills,abilities, and often ignore the role of psychological factors. This study starts from the perspective of psychological capital, discuss the training development how to influence on the psychological capital. At the same time, take psychological capital as a intermediary variables, study its influence between how the training performance influence the performance. However, different individual has different psychological state, namely employees’ psychological capital have differences. In training and development activities,different psychological state might produce different impact on the relationship between the development and performance. Therefore, this paper starts from the perspective of psychological capital, throngh introducing in the psychological capital as a variable, to explore the role of psychological capital in the enterprise training development and performance. This paper bases on the comprehensive of domestic and foreign literature study, mainly adopts literature research, questionnaire survey method and statistical analysis. First of all, study and comb the connotation and denotation of training development, performance, psychological capital of core concept and related theories.Then, through in-depth research the relationship of training development, psychological capital, performance, to study the effect of training and development for the performance mechanism. And put forward relevant assumptions based on the framework, design the questionnaire, distribute and recycle questionnaire, get the data. Finally, this research uses the software of SPSS to analyze data. It adopts correlation analysis, reliability and validity analysis and regression to verify the hypothesis of this article and get the following conclusions: One is the enterprise staff training and development have a positive impact on individual performance, and every dimension of training and development has a postive impact on performence. Second, the dimensions of psychological capital can be a positive impact on employee’s individual performance. And the dimension of self-confidence,optimism both have obviously positive influence on individual performance. Third,psychological capital plays an intermediary role in the process of the influence of the development of the enterprise staff training on individual performance. Through the mediating role of psychological capital, companies can improve the employee’s individual performance.