其他摘要 | In the background of global competition, work engagement of employees has become a key factor for enterprises to win in competition. Work engagement is regarded as a positive, pleasant and work-related psychological state, including three dimensions of vitality, dedication and concentration, which have positive influences on both individual and organizational level. Study has shown that work engagement is mainly affected by personal characteristics and job situation. Previous studies have found that organizational equity, emotional intelligence, psychological resilience, authenticity, and psychological capital are positively correlated with work engagement. More and more attention has been paid to the research of authenticity and psychological capital on work engagement. However, previous studies were mostly cross-sectional studies, which could not reveal the cause and effect. Meanwhile, the mechanism of authenticity on work engagement remains to be explored. The employee authenticity refers to a positive quality that employees display the most authentic and core oneself without any obstacles. Previous studies have found that employees with higher authenticity will show stronger sense of happiness, work engagement and voice behavior.This thesis mainly discussed the relationship among individual authenticity, psychological capital appreciation and work engagement. Study 1 adopted cross-section study method. Survey questionnaires were conducted among employees of a large biomedical manufacturing company in Shandong province. A total of 656 questionnaires were issued and 611 were collected, with an effective recovery rate of 93.14%. In study 1, IAM Work (Individual authenticity measure at work), UWES (Utrecht Work Engagement Scale) and PCQ (PsyCap Questionnaire) were used for evaluation. The results show that employee’s authenticity is positively correlated with work engagement, employee authenticity is positively correlated with psychological capital, and psychological capital is positively correlated with work engagement. The mediating effect test shows that psychological capital appreciation plays a full mediating role in employee authenticity and work engagement. Study 2 adopted a longitudinal study method. The data comes from a total of 231 service counter staff of a large telecom operator in Shandong province. It was collected for three times at one-month interval. The first test is about the basic information of demography and employee authenticity and the second test is about psychological capital appreciation, and the third is about work engagement and job satisfaction. A total of 231 questionnaires were distributed. After removing invalid samples (including those who did not answer carefully and could not match before and after), 204 questionnaires that could be matched with three measurements were finally obtained, with an effective recovery rate of 88.31%. Consistent with the results of study 1, employee authenticity is positively correlated with work engagement and psychological capital.; Psychological capital is positively correlated with work engagement. The mediating effect test shows that psychological capital plays a full mediating role in employee authenticity and work engagement.This thesis explores the relationship among employee authenticity, work engagement and psychological capital, which also enriches the research of employee authenticity and deepens the research on the mechanism of authenticity on work engagement. In addition, this thesis verified that employee authenticity can promote work engagement by psychological capital, which fills in gaps in the research of mechanism on employee authenticity and work engagement. It offers an effective intervention method for enterprises to carry out employee authenticity and work engagement and it also has a certain reference significance for development of human resources and practice of management. Enhancing the real performance of employees can strengthen psychological capital, thus improve work engagement. |
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