社会与工程心理学研究室知识库

企业文化作为企业的软实力，其对员工绩效的影响及其内在心理机制备受研究者关注。本文在既有的研究基础上从企业文化的特征出发，探讨企业文化影响员工心理资本，并通过心理资本的中介作用进而影响工作绩效。通过研究企业文化如何作用于员工心理资本及其各维度，并以何种路径影响工作绩效(任务绩效、关系绩效)，为丰富和发展企业文化、心理资本及工作绩效的相关研究提供了全新的视角。同时，也为企业管理者改善企业文化环境，营造适宜的企业文化氛围，助推企业绩效起到一定的作用。本研究以某国有大型石化企业377名员工为样本进行问卷调查，数据结果表明:（1)企业文化对心理资本各维度(自我效能、乐观、希望、韧性)和工作绩效均具有显著的正向影响;(2)心理资本在企业文化和工作绩效之间起部分中介作用。(3)自我效能在企业文化的参与性和任务绩效、参与性与人际促进、参与性与工作奉献间起完全中介作用;在适应性与任务绩效、适应性与人际促进间起部分中介作用;在使命与任务绩效、使命与人际促进、使命与工作奉献间起完全中介作用。希望在一致性和任务绩效间起部分中介作用，在一致性和工作奉献间起完全中介作用。希望在使命和任务绩效、使命和工作奉献间起完全中介作用。乐观在使命和人际促进间起完全中介作用。韧性在使命与任务绩效、使命与工作奉献间起完全中介作用。

As the soft power of enterprises, the impact of corporate culture on employee perfomnance and its intrinsic psychological mechanism has been paid close attention to by researchers. Based on the existing research, this paper explores the psychological capital of employees from the characteristics of corporate culture, and influences the performance of the psychological capital through the mediating role of psychological capital. By studying how corporate culture affects employees' psychological capital and their dimensions, and how to influence job performance (task performance and relationship performance), it provides a new way to enrich and develop the research of corporate culture, psychological capital and job performance Perspective. 377 employees of a large state-owned petrochemical enterprise were investigated. The results show that: 1) the corporate culture has a significant positive impact on the dimensions of psychological capital (self-efficacy, optimism, hope, resilience) and work performance; 2) psychological capital take apart of the intermediary effect between the corporate culture and work performance;3) Self-efficacy plays complete role between the participation and task performance, interpersonal promotion and work dedication. It plays a partial mediating role between adaptability and task performance and interpersonal promotion. It plays the complete intermediary role between mission and interpersonal promotion and work dedication. Hope has a partial mediating role between coherence and task performance, with a complete mediation between coherence and work dedication. Hope also plays a complete intermediary role between the mission and work performance and dedication. Optimism plays the complete intermediary role between the mission and interpersonal promotion. Toughness plays the complete intermediary role between the mission and task performance and work dedication.