Work performance is the focus of attention of enterprise managers and theoretical researchers. Employees are the main body of enterprise value creation. Employees'performance behavior ultimately brings about the overall performance of enterprises. Employees'job performance will be affected by many psychological factors. The rise of positive psychology and positive organizational behavior research, especially the theory of psychological capital, provides a new way of thinking for job performance research and management. Psychological capital is a positive state of mind in the process of individual growth and development, which can stimulate individual potential and organizational competitive advantage. Employees engagement is an intrinsic motivation of high energy level, which can stimulate individuals to devote a lot of energy and resources to the completion of job performance. Work values are employees'cognitive evaluation of work values, which reflects the internal needs and preferences of individuals, and affects their work attitudes, behavior and performance.In view of the current research on the relationship between the psychological capital and job performance of construction enterprise employees at home and abroad, Based on the theory of conservation of resources (COR) and self-determination theory (STD), this study examines the influence mechanism of employees’ psychological capital on their own job performance through the questionnaire survey of 1181 employees from a state-owned construction enterprise. The results of data analysis show that: psychological capital significantly positively affects job performance; employee engagement partially mediates the relationship between psychological capital and job performance; work values positively moderates the relationship between psychological capital and employee engagement while positively moderates the mediating effect between psychological capital and job performance. It indicates that the employee's psychological capital not only directly affects job performance, but also through the intermediate effects of employee engagement. In this mechanism, work values enhances the positive effect of psychological capital on employee engagement and the mediation effect of employee engagement. This study expands the research on the influence mechanism of psychological capital on job performance,makes up for the deficiency of psychological capital research in the construction industry. It also helps to guide the practice of human resource management,especially for the performance management of employees in construction enterprises.
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