基于心理资本视角的企业员工工作绩效提升研究

论文对企业员工发放调查问卷,研究员工心理资本对员工工作绩效的作用机制和影响。结果显示,心理资本对企业员工工作绩效具有显著的正向影响。基于此,论文针对企业员工心理资本的干预与开发提出了相关建议措施。     

高星级酒店员工心理资本与工作绩效及后续行为关系研究

员工心理资本是指个体获得竞争优势的积极性核心心理要素。从心理健康角度关心员工已经成为现代人力资源管理的重要手段。本文在问卷抽样调查的基础上,采用结构方程模型(SEM)对上海高星级酒店员工的心理资本与员工工作绩效、工作满意度和离职倾向等后续行为之间的关系进行实证研究。结果表明:高星级酒店员工的心理资本对员工工作绩效、工作满意度有积极影响,心理资本和工作满意度对员工离职倾向有较强的抑制作用,工作满意度对工作绩效也有积极的影响。高星级酒店组织层面应重视对员工心理资本的开发和调节。     

心理资本对员工绩效的影响及提升方法研究

心理资本在现今企业绩效促进提升中扮演着越来越重要的角色,通过探讨心理资本的内涵,研究了心理资本对员工的工作态度、工作效率以及工作满意度的影响作用,并从员工个人和企业组织两个层面提出了具有针对性的对策和建议。     

人力资源管理视野下的员工心理资本开发

心理资本关注开发人的积极能量和潜能,成为人力资源管理的新取向,是组织竞争优势的核心要素。心理资本具有很强的投资收益性和可开发性,通过把心理资本引入人力资源管理配置体系、建立目标导向的绩效管理体系、建立重视员工心理资本提升的培训开发项目、引入心理资本增值计划等人力资源管理策略,不仅能增进组织公民行为、提高组织绩效,而且可以提高员工的工作场所幸福感,帮助员工实现家庭工作平衡。     

员工家庭关系对其心理资本影响的理论初探

心理资本是一种导致员工积极的组织行为，使其获得较高工作业绩的积极心理状态。而员工的家庭关系则是影响其心理资本开发的重要因素。本文从理论层面分析了员工的家庭关系对其心理资本各要素产生的具体影响，并发现心理资本各要素之间存在一种相互的作用，而社会支持则是家庭关系对心理资本产生影响的重要途径。     

新生代员工压力对工作绩效的影响——基于心理坚韧性调节作用视角

从工作任务本身压力、角色压力、职业生涯发展压力、人际交往压力、期望压力和经济压力六个维度构建了新生代员工压力模型。以心理坚韧性为调节变量,通过对206位新生代员工进行问卷调查和数据统计分析,验证了该压力模型的科学性以及新生代员工压力对工作绩效的影响。结果显示:期望压力、经济压力与工作任务本身压力为新生代员工的良性压力,对其工作绩效存在正向影响;角色压力、职业生涯发展压力与人际压力为新生代员工的劣性压力,对其工作绩效存在负向影响;心理坚韧性在员工压力与工作绩效的关系中起到调节作用。     

新生代员工压力对工作绩效的影响——基于心理坚韧性调节作用视角北大核心

从工作任务本身压力、角色压力、职业生涯发展压力、人际交往压力、期望压力和经济压力六个维度构建了新生代员工压力模型。以心理坚韧性为调节变量,通过对206位新生代员工进行问卷调查和数据统计分析,验证了该压力模型的科学性以及新生代员工压力对工作绩效的影响。结果显示:期望压力、经济压力与工作任务本身压力为新生代员工的良性压力,对其工作绩效存在正向影响;角色压力、职业生涯发展压力与人际压力为新生代员工的劣性压力,对其工作绩效存在负向影响;心理坚韧性在员工压力与工作绩效的关系中起到调节作用。     

心理契约对工作压力管理的影响

本文以探索工作压力管理途径为目的,对员工工作压力管理与心理契约管理的相互关系进行了研究。采用"哥本哈根社会心理问卷"作为研究工具,通过数据分析得出结论:员工工作压力与心理契约之间存在一定的相关性,通过对心理契约的管理实现对工作压力的管理是可行的。     

基于心理契约视角的知识型员工压力缓解策略研究

知识型员工是企业的核心人力资源,是决定组织可持续竞争力的关键。在全球经济危机的环境下,组织正进行着一系列的变革,这些变革必然会在一定程度上影响员工的心理契约,使员工产生压力,影响员工对企业的忠诚度,也就会影响企业的绩效,由此可见知识型员工的压力不可小觑。如何根据组织环境与知识工作者的特质,在员工心理契约的视角下寻求与其匹配的压力缓解策略,以推动其创新能力的有效发挥是现代组织智力资本和知识管理领域中的重要问题。本文即从员工心理契约的角度对知识型员工压力的缓解策略进行了探究。     

工作—家庭冲突与职业高原：心理资本的调节作用

心理资本是影响员工职业高原的重要因素。既有文献认为工作—家庭冲突应与心理资本相匹配,但对＂如何匹配＂研究较少。文章分析乐观、自信、希望、坚韧等心理资本要素对工作—家庭冲突与员工职业高原之间关系的调节作用,提出若干研究命题并构建出概念模型。     

心理资本前因变量的理论探讨

在知识经济时代,人力资本与社会资本的投资是组织创造竞争优势的重要源泉,而心理资本的投资与开发则是组织创造竞争优势的基础和动力。心理资本是个体一般积极性的核心心理要素,组织氛围、心理授权、领导情绪智力、组织文化、高绩效工作系统等因素会影响员工的心理资本水平,因此,应从这些角度更好地开发和有效干预员工心理资本,来保持组织竞争优势。     

Does structuring of human resource management processes enhance employee creativity? The mediating role of psychological availability

In this study, we develop a theoretical conceptualization and an operational definition of structuring of human resource management (HRM) processes and examine how this structuring enables employee creativity at work. Analyzing the data collected from employees and their managers in knowledge‐intensive workplace settings, we examine a mediation model that suggests that the relationship between structuring of HRM processes and employee creativity is best explained in terms of the intervening variables of perceived uncertainty, stress, and psychological availability. Results suggest that structuring of HRM processes is negatively associated with perceived uncertainty and stress. These perceptions produce a sense of psychological availability, which in turn enhances employee creativity. This study offers new insights about diagnosing the level of structuring of HRM processes and the ways managers and HR directors facilitate its implementation in their organization. © 2010 Wiley Periodicals, Inc.     

企业教练型领导与员工创新行为的实证研究

企业领导的行为对员工的工作状态和工作效率,甚至个人发展都有着重要的关联作用,而员工的自身发展对企业的发展又有着重要的影响。企业员工个人对企业的影响作用可以通过其创新能力,创新行为的实施表现出来。然而在企业员工的日常工作当中,员工的心理资本是影响其创新行为实施的重要因素。由此看来,企业领导的教练行为、企业员工的心理资本、企业员工的创新行为的实施,这三者之间有着密不可分的关系,对企业的发展也存在着深远影响。     

The nature of employee engagement: rethinking the employee–organization relationship

Research interest in the new concept of employee engagement has grown dramatically in recent years. Employee engagement represents a work-related state of mind characterized by feelings of vigor, fulfillment, enthusiasm, absorption and dedication. However, scholars are still ambivalent about its theoretical contribution to explaining the employee–organization relationship. The goal of the study is to strengthen the theoretical foundation of the employee engagement concept in light of this relationship. We first compared employee engagement to other close concepts such as psychological empowerment and psychological contract. We then examined its contribution to the explanation of work centrality over and above psychological empowerment and psychological contract. Our study is based on an interactive sample of 593 employees from both private and public organizations in Israel. Our findings demonstrate that employee engagement is distinct from psychological empowerment and psychological contract and has an incremental value for work centrality over and above psychological empowerment and psychological contract. Implications of our findings are discussed the light of the employee–organization relationship.     

员工心理契约契合度及其评价

作为维系员工与组织关系的心理纽带,员工心理契约的主观期望与实际感知的吻合程度直接影响到员工对于组织的态度与行为。以往文献中对员工心理契约主观期望与实际感知吻合程度的研究缺乏系统性。本文引入心理契约契合度概念,对员工心理契约主观期望与实际感知吻合程度进行测量,提出了构建心理契约契合度评价指标体系的思路及测量方法,最后结合某军工研究所某研发团队的实际情况,对成员心理契约契合度进行了评价。该研究为组织衡量员工心理契约主观期望与实际感知一致性的度量提供了科学依据,增强了心理契约在实际管理工作中的应用性。     

Psychological capital: A positive resource for combating employee stress and turnover

Workplace stress is a growing concern for human resource managers. Although considerable scholarly and practical attention has been devoted to stress management over the years, the time has come for new perspectives and research. Drawing from the emerging field of positive organizational behavior, this study offers research findings with implications for combating occupational stress. Specifically, data from a large sample of working adults across a variety of industries suggest that psychological capital (the positive resources of efficacy, hope, optimism, and resilience) may be key to better understanding the variation in perceived symptoms of stress, as well as intentions to quit and job search behaviors. The article concludes with practical strategies aimed at leveraging and developing employees' psychological capital to help them better cope with workplace stress. © 2009 Wiley Periodicals, Inc.     

Firm Productivity Moderated Link Between Human Capital and Compensation: The Significance of Task‐Specific Human Capital

The human capital of a firm as manifested by employee knowledge and experience represents a key resource of a firm's capabilities. Prior empirical studies have found that firms composed of high levels of human capital experience superior firm performance. Human capital theory proposes that an individual's general or firm‐specific human capital is positively related to compensation. However, empirical studies examining firm‐specific human capital's association with higher employee compensation have been inconclusive. The current study proposes that firm‐specific human capital be categorized as task‐specific and non‐task‐specific. Employees accumulate task‐specific human capital through duties conducted in their current position. Non‐task‐specific human capital represents experiences gained in prior positions to an employee's current job within the firm. Utilizing human capital data from 38,390 employees representing 76 firms in the IT sector, this study examines the association between forms of human capital and employee compensation at different levels of firm productivity. Results show that task‐specific human capital is associated with higher employee compensation. In addition, firm productivity moderates this association.     

High‐performance work systems and creativity implementation: the role of psychological capital and psychological safety

Unimplemented creative ideas are potentially wasted opportunities for organisations. Although it is largely understood how to encourage creativity among employees, how to ensure this creativity is implemented remains underexplored. The objective of the current study is to identify the underlying mechanisms that explain the relationship between high‐performance work systems and creativity implementation. Drawing from the job demands–resources model, we explore a model of psychological capital and psychological safety as mediators in the relationship between high‐performance work systems and creativity implementation. Based on 505 employee survey responses, the findings show support for the mediating relationships, highlighting the importance of psychological mechanisms. The study has important implications for HRM, uncovering how people management practices can encourage creativity implementation in the workplace.     

心理契约与员工满意度关系的实证研究

文章通过问卷调查收集相关数据,采用定量分析方法,分析心理契约和员工满意度之间的关系。研究发现心理契约与员工满意度之间存在高度正相关的关系,心理契约的各构面中个人发展因子、工作本身因子、人与人之间关系因子与员工满意度显著相关。最后本研究提出一些基于心理契约提高员工满意度的建议。     

企业营销高层人才招聘甄选策略失效研究——基于心理契约视角

心理契约的破裂能够解释企业营销高层人才招聘甄选策略失效的原因。在企业和员工解决了"能岗匹配"问题后,企业未能留住营销高层人才说明其招聘甄选策略存在失效,原因在于双方的"雇员接触点"管理工作出现了失效。交易型心理契约和关系型心理契约的破裂说明企业"雇员接触点"管理的失效;雇员未能"本组织化"和职业经理人精神的缺失说明员工"雇员接触点"管理的失效;在营销高层人才招聘甄选途径上,通过内部培养方式选聘的人才与企业心理契约的破裂风险小于外部引进的方式。