The Influence of Psychological Capital and Job Engagement on Role-Based Performance.

• Main Authors: Yu,Tai-Ching, 余苔青
• Other Authors: Hsu,I-Chieh
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/363666

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 105 === Through the long-term tests administered on fixed participants in this study, it was found that the motivation and intent of employees can help them to carefully decide whether the nature and intensity of work goals can be achieved through a positive attitude, which shall serve as the fundamental mechanism for gaining an insight into the effect of positive psychological capital on performance results. Based on positive psychological capital applied to employees’ acquisition of incentives as well as the acquisition, maintenance, and nurturing of psychological capital, the resources needed to arrive at outstanding performance results were determined. Job engagement refers to an individual’s display of vigor, focus, and dedication through the individual’s willingness to input the mind, cognition, and emotions into work. These two intangible assets create resources of higher values for the company, which in turn affect staff motivation in the workplace and role-based performance. The questionnaire survey method was adopted with full-time employees and their direct supervisors from different manufacturing sectors at Taichung and Changhua as the questionnaire distribution targets. A total of 760 questionnaire copies was distributed, of which 744 valid copies were received, accounting for an effective response rate of 97.9%. Descriptive statistics, correlation analysis, confirmatory factor analysis, regression analysis, and other statistical methods were then adopted for data analysis.