The Influence Of Work Locus Of Control On Job Performance: Mediating Role Of Emotions And Vocational Delay Of Gratification

In this paper,287 employees in Harbin,Xiamen,Shanghai,Mudanjiang,Qitaihe and Beijing were selected as the subjects.The questionnaire was used as the work locus of control scale,positive negative affect scale,vocational delay of gratification questionnaire and job performance questionnaire.We conducted single factor analysis of variance,multivariate analysis of variance,correlation analysis and mediating effect test.The following results were obtained:1.The internal control level score of the employee's working locus control is above the middle level,and the score of the external control level is under the middle level.The internal control dimension score is significant different in the case of the children;the internal control dimension score is significant different in the education level;There are significant differences in the salary level in internal control dimension;The external control dimension is significant different in whether or not to go abroad;The internal control dimension score is significant different in service age.Employee internal control dimension score is influenced by interaction of gender and age,gender and Children' s situation,gender and length of service,whether or not overseas experience and the nature of the company's;Employee external control score is influence by interaction of whether or not overseas experience and professional.2.The positive emotions of the employees are above the middle level,the negative emotions are under the middle level;The negative emotions of the employees are significant different in the marital status;The negative emotions of the employees are significant different in the case of children;The negative emotions of the employees are significant different in whether or not to be professional;The employees' positive emotions are significant different in the monthly wage income;The negative emotions of the employees are significantly different in the seniority;The positive emotions of the employees are affected by the interaction between sex and age,overseas experience and monthly wage income;Negative emotions of employees are affected by the interaction between age and whether to hold administrative duties,with or without overseas experience and the nature of the company.3.Employee job delay of gratification,career delay of gratification and the total score of vocational delay of gratification are under the middle level;The vocational delay of gratification and its dimensions are significant different in genders;The vocational delay of gratification is significant different in the situation of the child;The job delay of gratification is significant different in the provision of the elderly;The employee's career delay of gratification is significantly different in the education level of the father;The job delay of gratification is affected by the interaction between sex and age,gender and child;Employee vocation delay of gratification is affected by the interaction between whether to be only child and education level,whether the only child and overseas experience.4.Job performance and its various dimensions are above the middle level;Employee relationship performance and job performance are significant difference in the age;Task performance and the total score of job performance are significant different in the marital status;Task Performance,relationship performance and job performance are significantly different in the case of children;Employee relationship performance scores differ significantly in whether or not to support the elderly;Task performance,relationship performance and job performance score are significant different in whether or not to hold administrative duties;Relationship performance is significantly different in monthly wage income;Employee task performance and the score of job performance in the length of service is significantly different.5.Employee internal work locus of control dimension significantly positive predict job performance.6.Employee positive emotions play a partly mediating role between internal work locus of control dimension and job performance.7.Employee work delay of gratification play a partly mediating role between the internal work locus of control dimension and job performance.8.Employee positive emotions,job delay of gratification play a chain intermediary role between the internal work locus of control dimension and job performance.Based on the above results,this study makes the following recommendations:1.To guide employees in the work environment,the success or failure due to their own efforts and ability,rather than external opportunities and luck;2.To induce the positive emotional experience of employees,to avoid the negative emotional experience of employees;3.To train employees' work delay of gratification abilities and to work harder for longer-term benefits and higher positions.