The Influence Mechanism Of Organization-based Self-esteem On Job Performance Of New Generation K Knowledge Employees

With the entry of new generation knowledge employees into the workplace,this group is becoming an important force to promote the steady development of enterprises.However,because of their excessive self-personality and diversified values,they are easily unable to find their own position in the organization in their work,and can not perceive their own value in the organization.Employees’ psychological perception will affect their performance level.When they fail to perceive their value in the organization,they will have an impact on their performance level.The performance level of employees is not compatible with the needs of organizational development,and it will bring a significant resistance to the long-term development of enterprises.Therefore,how to make the new generation of knowledge workers perceive their own value in the enterprise,to play their own subjective initiative,and then to improve their performance level has become a difficult problem to be solved in the future.Based on the literature induction,based on the theory of social exchange and self-consistent theory,this paper takes the new generation knowledge employees as the research object,and regards organization-based self-esteem,job engagentment,and job performance as independent variables,mediating variables,and dependent variables,respectively.And literature arguments put forward hypotheses.Based on this,a model of organization-based self-esteem’s influence on job performance was constructed,focusing on the impact of organization-based self-esteem on job performance,the impact of organization-based self-esteem on job engagentment,the impact of job engagentment on job performance,the mediating role of job engagentment between organization-based self-esteem and job performance.Using the method of field interview and questionnaire survey,306 questionnaires were issued in Shandong and Shanxi,and 245 valid questionnaires were obtained by eliminating the lie detection mechanism and unqualified questionnaires.On the research tools,the reliability analysis,validity analysis,descriptive statistics and correlation analysis of the collected data are carried out by SPSS and LISREL statistical software.Finally,the proposed hypothesis is tested by regression analysis.The results show that the organization-based self-esteem of the new generation knowledge employees has a positive impact on the job performance and its dimensions,and the organization-based self-esteem has a stronger impact on the job performance dimension than its impact on the relationship performance dimension;the organization-based self-esteem has a positive impact on the job engagement;and the job engagement is positive to the job performance and its dimensions.Job engagement plays a mediating role between organization-based self-esteem and job performance and its dimensions.That is to say,when the self-esteem needs of the new generation knowledge employees are satisfied and they think they can play their role in the organization,they will be filled with more interest in the work,and invest more emotion and energy in the work,and then improve their job performance.This study enriches the research of organization-based self-esteem and job performance in theory,and can also provide reference for managers in human capital management in practice.