Study On The Relationship Between Organization-based Self-esteem And Job Performance Of Knowledge Workers

With the development of the times,knowledge economy has become the mainstream of the times.Knowledge has become an important driving force for economic development and technological innovation.Therefore,attaching importance to the power of knowledge and continuously improving their ability to create knowledge are the necessary conditions for the long-term and good development of enterprises.As a result,the importance of knowledge workers in enterprises is self-evident.Enterprises must attach importance to the cultivation and management of their knowledge workers,understand and meet their needs in time,constantly improve their dedication and performance,and promote them to make greater contributions to the enterprise,so as to enable themselves to continuously enhance their core competitiveness in the context of the current era.Therefore,how to maximize the performance of knowledge workers is one of the major issues in the field of human resources management.Under such a realistic and theoretical background,this study explores the influence mechanism of organization-based self-esteem on job performance through literature review and induction,and constructs a theoretical model with employee engagement as mediating variable and employment relationship as moderating variable.This study takes knowledge workers in Chinese enterprises as the research object,using literature research,questionnaire survey and data analysis methods,collects 403 valid sample data,and uses SPSS,AMOS and other analytical tools to examine the relationship among organization-based self-esteem,job performance,employee engagement and employment relationship one by one.The empirical results show that:(1)Organization-based self-esteem has a significant positive impact on job performance and its two dimensions(task performance,contextual performance,the same below);(2)Organization-based self-esteem has a significant positive impact on employee engagement;(3)Employee engagement has a significant positive impact on job performance and its two dimensions;(4)Degree of employee engagement plays a part of intermediary role between organization-based self-esteem and job performance and its sub-dimensions;(5)Social exchange in employment relationship has a significant moderating role in the process of the effect of degree of employee engagement on job performance and its sub-dimensions.Finally,this study fully explains and discusses the results of hypothesis test combined with relevant literature,and then based on the conclusions of the study,puts forward management suggestions to improve the performance of knowledge workers,hoping to provide some reference for the practice of enterprise in managing knowledge workers.