Research On The Influence Of Employee Psychological Capital On Work Performance In Enterprises

In the current context of China's social and economic development,the development of innovative enterprises in China is facing tremendous competition.In the process of the development of innovative enterprises,employees are facing tremendous pressure.At the same time,the psychological development of employees will also have an impact on the performance of innovative enterprises.Therefore,how to improve the psychological quality of employees in innovative enterprises,thereby improving the performance of innovative enterprises,is an urgent problem to be solved.In this context,this paper mainly takes the employees of innovative enterprises as the research object,with psychological capital,organizational identity as the core,to analyze the personal work performance of innovative enterprises.If the psychological capital of employees can be effectively stimulated,the performance of enterprises can be improved.This is the only way to promote the status of employees and make them share the common development and destiny with the enterprise.In order to enable employees to actively respond to various challenges and pressures in work,managers should be able to further develop their psychological capital,constantly improve their psychological quality,fully mobilize their autonomy,and make employees adhere to a positive attitude.And stand out even in difficult situations.Innovation-oriented enterprises are the important force to promote economic growth and social development,and the trend of enterprise development in the future.In recent years,the academia has set off an upsurge in the research of innovative enterprises,and has achieved rich research results.This paper takes the employees of innovative enterprises as the research object,studies the influence of their psychological capital on their work performance,objectively analyzes the psychological quality of employees in many aspects,and analyzes the effect of various factors on their performance.Finally,the moderating effect of organizational identity on the effect of psychological capital on individual work performance is discussed.From the previous survey results,we can see that the organizational identity of employees in innovative enterprises is not high,and there is brain drain.At the same time,innovative business managers also ignore the importance of employee psychological capital,cannot play the role of employee psychological capital.According to the existing research,psychological capital has a positive impact on personal job performance.This paper studies the impact of psychological capital on individual job performance from the perspective of innovative enterprise employees' psychological capital,and explores whether organizational identity plays a moderating role in the process of the impact of psychological capital on individual job performance.Finally,a research model is established with psychological capital as independent variable,individual job performance as dependent variable,organizational identity as moderator variable.Firstly,this paper introduces the relevant theoretical knowledge as the basis of current research.Then it gives the research plan and hypothesis,realizes the further analysis of sample information,and carries on descriptive data analysis,correlation analysis and regression analysis to relevant variables,examines the impact of employee psychological capital on personal work performance,and explores the moderating role of organizational identity in personal work performance.The results show that among the direct effects of psychological capital on personal work performance,self-efficacy and optimism have a positive impact on personal work performance;self-efficacy,hope,resilience and optimism have a significant positive impact on financial performance;secondly,organizational identity only partially regulates the impact of personal work performance.Specifically,in innovative enterprises,the higher the degree of organizational identity,the greater the role of employee self-efficacy in improving personal work performance;third,demographic variables(age,education level,service life,current position)have significant differences in employee psychological capital of innovative enterprises;third,there are significant differences in employee psychological capital of innovative enterprises;third,there are significant differences in employee psychological capital of innovative enterprises.Thirdly,there is no significant difference between psychological capital and marital status of employees in innovative enterprises.