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。     

人-组织匹配与员工个体绩效关系的实证研究

以澳门安保行业为样本,实证检验了人-组织匹配与员工个体绩效之间的关系,研究结果表明：人-组织匹配对员工个体绩效具有显著的正向影响,价值观匹配、需求-供给匹配和要求能力匹配对关联绩效具有显著的正向影响,要求-能力匹配对任务绩效有显著影响;人-组织匹配及其各个维度均对组织承诺及其各个维度具有显著的正向影响;组织承诺在人-组织匹配与员工个体绩效之间起到部分中介作用;组织承诺对员工个体绩效具有显著的正向影响,情感承诺对关联绩效和任务绩效均有显著的正向影响;心理资本越高,组织承诺对员工个体绩效的影响越小,反之,影响越大。     

心理资本干预下的员工绩效提升关系研究

心理资本与员工绩效有着较为密切的关系,对企业的发展具有至关重要的作用。本文在国内外心理资本理论、员工绩效及其相关研究的基础之上,分析了目前国内员工心理资本发展障碍及其投入现状。利用SPSS19.0软件进行相关分析和回归分析得出了心理资本中自我效能、希望、乐观三个维度分别对任务绩效和关系绩效具有显著正向影响。最后,本文在实证研究的基础上提出了心理资本干预下员工绩效提升的路径。     

新生代员工工作生活质量、工作投入与工作绩效的关系

新生代员工已逐渐成为新经济时代价值创造的主力军,与上一代员工相比,他们更加追求高水平的工作生活质量,提升他们的工作生活质量也成为企业人力资源管理的重要任务。通过对企业中309名新生代员工进行问卷调查,采用工作生活质量量表、UWES-9量表和工作绩效量表,考察了工作生活质量、工作投入和工作绩效之间的关系。结果显示,工作生活质量对工作绩效、工作生活质量对工作投入均具有显著的正向影响,工作投入在工作生活质量和工作绩效关系之间起到完全中介作用。最后,针对新生代员工提出了优化工作设计、改善工作环境、给予新生代员工社会和心理支持等对策。     

基于资源保存理论的工作家庭冲突对工作绩效的影响研究

工作和家庭是员工社会生活的两个重要领域,由于资源限制而产生的工作家庭冲突成为其重要的工作压力源之一,而既有研究发现工作家庭冲突与工作绩效的关系不甚一致.基于此,本研究以资源保存理论为基础,通过实证分析探究工作家庭冲突对工作绩效的深层影响机制.研究结果表明,工作家庭冲突对人际促进、工作奉献、任务绩效和工作绩效均无显著影响;工作-家庭冲突对人际促进、工作奉献、任务绩效和工作绩效均有显著正向影响;家庭-工作冲突对人际促进、工作奉献、任务绩效和工作绩效均有显著负向影响;人际促进和工作奉献在工作-家庭冲突和家庭-工作冲突对任务绩效的影响中具有完全中介作用;工作家庭冲突的内涵构成影响其对工作绩效的作用关系.     

心理资本对工作绩效的影响研究——以90后员工为例

随着社会变迁,越来越多的90后步入了职场,并慢慢成为公司的骨干。由于他们独树一帜的个性和工作价值观所产生的工作态度和行为,一直让管理者很是困扰,通过研究90后员工的工作绩效受到心理资本的影响,为更好管理90后员工提供思路。对调查回收的有效问卷数据使用Spss19.0软件进行分析后得出:心理资本对工作绩效的各维度都起到了积极的推动作用,且员工因为学历的不同在奋发进取与坚韧顽强维度上也表现出不同,职务不同的员工在自信勇敢、包容宽恕及任务绩效维度上有明显的不同。     

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。     

组织公平感、工作满意度与员工关系绩效——基于酒店业实证研究

文章以酒店业员工为研究对象,通过113名员工随机抽样样本,探讨了组织公平感、工作满意度与关系绩效三者之间的影响机制,特别是工作满意度在组织公平感与关系绩效间的中介作用。通过层级回归分析结果表明,组织公平中程序公平、分配公平、领导公平、信息公平与关系绩效中的工作投入与人际促进均存在显著的正向影响,即员工的组织公平感越高,其关系绩效也越高;工作满意度在组织公平感与关系绩效之间起到完全中介作用。     

新生代员工工作价值观、组织支持感与工作绩效关系研究

文章基于我国新生代员工群体分析了工作价值观与工作绩效的关系,结果表明:工作价值观对新生代员工的工作绩效有直接正向影响;组织支持感在工作价值观与工作绩效之间起到一定程度的调节作用。     

The relationship of leader psychological capital and follower psychological capital,job engagement and job performance: a multilevel mediating perspective

Building on the body of positive organizational behavior research, this study examines the relationships between leader psychological capital, follower psychological capital, job engagement and job performance (task performance and contextual performance). Data were collected in three phases from multiple sources involving 60 leaders and 319 followers from a large telecom company in Taiwan. Hierarchical linear modeling results revealed that leaders' psychological capital was positively related to their job engagement through the mediation of followers' psychological capital. Furthermore, the results indicated that job engagement mediates the relationship between followers' psychological capital and their job performance (task performance and contextual performance). We discuss the implications and limitations of these findings and directions for future research.     

Relational quality and innovative performance in R&D based science and technology firms

The knowledge‐based view of the firm implies that the innovative performance of R&D based organisations is strongly influenced by the quality of their relational capital. However, the quality of the employment relationship has been underplayed in this perspective. A model is developed that tests the quality of three dimensions of the employment relationship – the psychological contract, affective commitment and knowledge‐sharing behaviours – and their consequences for innovative performance amongst 429 R&D employees in six different science and technology based firms. Analysis found that affective commitment plays an important role in mediating psychological contract fulfilment on knowledge‐sharing behaviour, which in turn is strongly related to innovative performance. More specifically, fulfilment of the job design dimension of the psychological contract has an independent positive association with innovative performance, whereas fulfilment of the performance pay dimension is negatively associated.     

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。     

Hiring for Networks: Social Capital and Staffing Practices in Transitional China

This article investigates how firms’ use of social capital criteria in staffing practices has been affected by China's transitional institutional environment and explores the impacts of person‐job fit in the social capital dimension on employees’ performance. Empirical results show that non‐state‐owned enterprises set a higher social capital standard in the hiring process than state‐owned enterprises. Foreign‐invested enterprises outperform other firms in promoting a better match between individuals rich in social capital and the positions that need such resources. In places with intensive market competition, foreign and private enterprises pay even more attention to employees’ social capital when making HR decisions. Moreover, a better match between people and positions from a social capital aspect has a positive impact on employees’ performance. Theoretical and managerial implications are discussed. © 2015 Wiley Periodicals, Inc.     

拒绝“内卷”:团队人际关系、工作需求创新对和谐型激情的作用机制

职场内卷现象受到多方关注,如何让员工持续热爱工作成为现实的命题。本文以自我决定理论及工作特征理论为依据,考察团队人际关系、员工团队心理安全感及工作需求创新对员工和谐型激情的作用机制。研究发现:高质量领导成员交换关系和团队成员交换关系能使员工产生团队心理安全感,团队心理安全感分别在领导成员交换关系及团队成员交换关系与和谐型激情之间起中介作用,工作需求创新调节了中介效应。因此,组织若欲令员工热爱工作,团队的“安全感”和工作的“新鲜感”同样重要,应着力在团队人际关系建设和工作设计方面提升员工的积极感知体验。研究结论对组织员工管理实践具有一定指导意义。     

The role of assessment centers in job satisfaction and organizational commitment: a case of the Korean government

While many studies have shown how assessment centers affect employees’ career success or job performance, these studies do not demonstrate how employees’ attitudes are affected by their perception of assessment centers. This study aims to investigate the influence of employees’ perception of assessment centers on their job satisfaction and organizational commitment, which are the key elements in predicting working behaviors, such as job performance, job involvement, and turnover intentions. To analyze the nature of the influence, 306 employees who had been evaluated by an assessment center in the Korean Rural Development Administration (KRDA) were surveyed. Regression analysis revealed that although there is no influence on their organizational commitment, employees with a positive perception of assessment centers experience higher levels of job satisfaction (p < .01). These results suggest that the positive perception of assessment centers affects the general feeling of organizational members about their work even though it does not affect their emotional attachment to the organization or dedication to organizational values. Thus, assessment centers can be used as a tool not only to select capable candidates but also to yield positive effects on organizational members’ job attitudes.     

The effect of extrinsic rewards on public and private sector employees' psychological empowerment: a comparative approach

This paper examines the impact of five extrinsic rewards (financial incentives, promotion opportunities, organisational prestige, relations with supervisor and relations with peers) on employees' psychological empowerment. Further, the present study compares these effects and the level of psychological empowerment between public and private employees. The results demonstrated that extrinsic rewards differentially affected both samples. Financial incentives, promotion opportunities and organisational prestige had a stronger effect on private employees' psychological empowerment, whereas relations with supervisor and peers were significant predictors of public employees' psychological empowerment. The results also indicated that private employees experience greater psychological empowerment, meaning and impact than public counterparts.     

How mass layoffs are related to lower job performance and OCB among surviving employees in Chile: an investigation of the essential role of psychological contract

This study aimed to investigate how mass layoffs impact surviving employees in organizations. More specifically, this study ascertained the relationships between mass layoffs and employee work behaviors. It was theorized that mass layoffs will be negatively related to employee performance and organizational citizenship behaviors (OCB) through its relationships with job insecurity and psychological contract breach. Moreover, it was expected that perceived manager support would buffer against the negative relations of contract breach with employee performance and OCB. A study among 615 employees in multiple Chilean organizations showed support for the hypotheses: job insecurity and psychological contract breach mediated the relationships between mass layoffs and employee performance and OCB. We also found moderating relationships of manager support, but the relations of breach with performance and OCB were particularly negative when manager support was high, indicating feelings of betrayal among high-support employees in response to contract breach. Moreover, the relation of contract breach with performance was positive for low-support employees, and non-significant for high-support employees. Our study advances understanding of the processes underlying how mass layoffs influence employee behavior in the workplace, through introducing the psychological contract as a way of understanding the relationships.