A Study On The Relationship Between Psychological Capital And Job Performance Of Employees Of 90s Generation In Enterprises

Recently,the new generation of employees who were born in the 90s,have embarked on society,and gradually become the main force in the workplace.Compared with the older employees,90s generation presents complex and diverse features by the impact of changes in the historical background and family environment:they pursue independent in thought but rely on their parents;they are full of self-confidence and adventurous spirit but sensitive and fragile to deal with stress;they are aggressive but lack resiliency,which brings new challenges to the human resources management.How to obtain sustainable competitive advantage through motivating and managing 90s generation based on their personality traits and psychological demands,has become an urgent problem in the enterprise human resource management.Based on the above background,Psychological Capital is used as independent variable and Job Performance as dependent variable,while introducing Subjective well-being variable and Perceived Organizational Support variable,to explore Psychological Capital's impact on Job Performance and its mechanism.A total of 256 valid samples from different regions and different organizations in China were collected by means of questionnaires.Then this paper analyzes the data with SPSS 24.0 and AMOS 20.0 statistical software,applying reliability analysis,exploratory factor analysis,confirmatory factor analysis,correlation analysis and regression analysis to test theoretical model and hypothesis.The conclusions are as follows:(1)In addition to the positive correlation between the optimism and the task performance is not significant,a significant positive correlation is existed between Psychological Capital and its dimensions,Job Performance and its dimensions,Subjective well-being and its dimensions,and Perceived Organizational Support.(2)Psychological Capital and its different dimensions have a significant positive impact on Job Performance,and Psychological Capital's predictive effect on Job Performance is much greater than individual dimensions of Psychological Capital;The influence of four dimensions of Psychological Capital on Job Performance and its dimensions is different.(3)Subjective well-being and its two sub-dimensions:emotional index and life satisfaction act partial mediation between Psychological Capital and Job Performance.(4)Perceived Organizational Support has no significant moderation between Psychological Capital and Job Performance,but it moderates the relationship between Psychological Capital and Subjective well-being.Finally,this paper puts forward management and incentive strategies from three aspects,including developing Psychological Capital,improving positive emotional experience and making employee care plan in order to provide the research support and theoretical guidance for the human resource management mode of modern enterprises.