心理资本、组织认同、工作绩效关系研究——以房地产企业知识型员工为例

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浙江财经学院硕士学位论文

摘要

房地产业是一个具有高度综合性和关联性的行业，它作为社会生产、生活的

基本载体，不仅直接影响着人民居住环境的改善，生活水平的提高，而且作为区

域经济发展的动力来源，影响着国家的工业化、城市化进程。但来自宏观环境、

全球化竞争、知识经济的风险正威胁着许多房地产企业的正常发展，给知识型员

工带来了极大的负面情绪，他们频繁地提出离职，并呈现出较高的流动性，而他

们集中了企业 80%-90%的技术和管理，是获得持续竞争优势的根源。为了留住这

些人才，实现组织绩效目标，激发知识型员工的心理资本以及增强他们的组织认

同成为其中一条必经之路。

鉴于此，本研究以房地产企业知识型员工为例，着力探索心理资本对其工作

绩效的影响，以及组织认同在此过程中的调节作用。根据前期调查发现，房地产

企业员工，尤其是知识型员工对组织的认同程度并不高，人才流失，用工荒现象

严重，并且企业管理者也没有对他们的心理资本加以重视，使其得不到最大的发

挥，而根据现有的理论认为，员工的心理资本对工作绩效会产生正向的影响作用。

本文从知识型员工的心理资本角度出发，研究其对工作绩效的影响，并且考察组

织认同在心理资本对工作绩效的影响过程中是否具有促进效应，最终建立了以心

理资本为自变量、工作绩效为因变量、组织认同为调节变量的研究模型。

心理资本是国内外比较新兴的研究课题，在国内研究中，以房地产企业为载

体，将其与心理资本结合探讨，研究对知识型员工工作绩效的实证研究还没有，

并且本研究首次引入组织认同作为调节变量，是一次新的尝试。通过房地产知识

型员工心理资本与员工绩效的关系研究，有助于房地产企业管理者全面认识员工

内在的积极心理能力和优秀品质，能针对性地引导他们发挥心理潜能和优势，并

在组织认同培养下，使心理资本对工作绩效的影响得到最大的提高，实现组织绩

效最大化；对于房地产企业内部人力资源管理而言，有助于为人力资源管理部门

甄选和培养人才提供依据；对于员工个人而言，组织对员工心理资本的重视，有

助于员工在工作中感受到人文关怀，体会到自己价值的实现，在受到外界压力时，

能自我调节，拥有乐观，积极向上的态度。

本文通过问卷调查收集数据，并运用描述性统计分析、相关分析、信效度检

验、因子分析、回归分析和单因素方差分析等统计分析方法处理问卷数据，最终

结论如下：

第一，心理资本对工作绩效的直接影响效应中，自我效能感与乐观对关系绩

浙江财经学院硕士学位论文

效有正向影响；自我效能感、希望、韧性和乐观均对任务绩效呈显著正向影响；

对于创新绩效，只有自我效能感、希望和乐观对其呈显著正向影响；而对于学习

绩效，自我效能感、韧性和乐观起正向影响作用；

第二，在调节效应中，组织认同仅在心理资本对关系绩效和创新绩效的影响

上起到部分调节。具体而言，在房地产企业中，组织认同越高，知识型员工自我

效能感对关系绩效的促进作用就越大；组织认同越高，知识型员工自我效能感、

希望、乐观对创新绩效的促进作用就越大；

第三，人口统计学变量（年龄、学历、工作年限、当前职位）对房地产企业

知识型员工的心理资本均呈现显著性差异；性别、婚姻状况对其心理资本无显著

差异。

根据上述研究结论，本文从心理资本和组织认同角度出发，为房地产企业知

识型员工的人力资源管理提出了如下几点改进建议：

首先，转变招聘和选拔方式。将心理资本纳入到员工招聘和选拔体系中，考

察员工的心理资本；其次，有选择地开发心理资本子维度。根据企业发展战略目

标的导向（关系导向、任务导向、创新导向、学习导向），针对性地开发员工的心

理资本；接着，从组织特色、组织声誉等角度打造企业，改善员工对企业的认可；

再次，建立良好的组织文化。定期或不定期的与员工进行交流，了解他们的需求

及工作进展，在适当时候给予鼓励和支持；最后，为员工提供更多的培训和发展

机会。对员工进行系统培训，在条件允许下可安排出国深造，增强他们的向心力

和责任感。

关键词：心理资本；工作绩效；组织认同；知识型员工；房地产企业

浙江财经学院硕士学位论文

ABSTRACT

Real estate is a highly integrated and associated industry. As a fundamental vector

of social production and life, as well as the source of the power of regional economic

development, real estate industry not only directly improves the residential environment

and people’s living standards, but also affects a country's industrialization and

urbanization. However, the risk of macro-environment, global competition, and

knowledge-based economy is threatening the real estate enterprises’ development,

which has brought a great deal of negative emotions to knowledge workers. They

frequently resigned and showed higher liquidity. In order to retain these talents which

usually target the 80%-90% technique and management, it becomes one of the must to

stimulate the psychological capital of knowledge workers, as well as strengthen their

organizational identity. Thus, real estate industry could gain a sustainable competitive

advantage.

In view of this, this study focuses on exploring the impact of psychological capital

on knowledge workers’ work performance on real estate enterprises, and the moderating

effect of organizational identity in the process. According to the earlier investigation,

employees, especially knowledge workers’ organizational identity level is much low,

and the phenomenon of “brain drain” and “shortage of workers” is so serious. What’s

more, managers do not focus on their psychological capital, which may have a positive

impact on work performance. Therefore, this paper will study knowledge workers' work

performance from the perspective of psychological capital, and moderating effect of

organizational identity. Eventually, a research model is established. In the model,

independent variable is psychological capital, dependent variable is work performance,

and taking organizational identity as moderator.

Psychological Capital is an emerging research topic. It is rare that taking real estate

enterprises as the example or combining psychological capital with work performance

of knowledge worker to explore. What’s more, it is also a new attempt that taking

organizational identity as moderator. This paper will not only help managers

comprehensively understand and correctly guide workers’ positive psychological

capacities, but also contribute to maximize organizational performance under the

organizational identification developing.

This paper collects data through the method of questionnaire, and uses descriptive

statistical analysis, correlation analysis, reliability and validity test, factor analysis,

浙江财经学院硕士学位论文

VII

regression analysis and one-way anova statistical analysis methods to deal with the

questionnaire data, these analyses lead to the following results:

(1) In direct effect model, self-efficacy and optimism have positive effects on

relational performance. Further, the four scales (self-efficacy, hope, resilience and

optimism) showed a significant positive effect on task performance. Moreover,

self-efficacy, hope and optimism have positive relationship with innovative performance.

Finally, self-efficacy, resilience and optimism also have positive effects on learning

performance.

(2) Moderating effect of organizational identity was also examined in the research.

The results showed that, organizational identity plays a partial moderating role on the

relationship between psychological capital and relational performance and innovation

performance. Compared to low organizational identity individuals, self-efficacy has

stronger effects on relational performance in high organizational identity group; while

self-efficacy, hope and optimism play significant roles in promoting innovative

performance.

(3) Demographic variables (age, educational background, work experience, current

position) have significant difference on psychological capital of the knowledge workers

on real estate enterprises; while sex and marital status have no significant effect on their

psychological capital.

Based on the conclusions above, this paper provides some suggestions for

knowledge workers’ human resources management on real estate enterprises:

Firstly, transform the pattern of recruitment. In other words, take the theory of

psychological capital into the recruitment system in order to examine employees'

psychological capital. Secondly, according to the development of strategic objectives

(relationship-oriented, task-oriented, innovation-oriented, learning-oriented), selectively

develop four scales of psychological capital. Thirdly, improve the workers’

organizational identity from the perspective of organizational characteristics and

organizational reputation or others. Fourthly, establish a good organizational culture.

Managers should communicate with employees regularly or from time to time, in order

to understand their needs and the progress of work, and give them the encouragement

and support at the appropriate time. Finally, provide more training and developing

opportunities for staff. If conditions permit, knowledge workers may be arranged to go

abroad for further study, which could strengthen their solidarity and responsibility.

浙江财经学院硕士学位论文

VIII

Keywords: Psychological Capital; Work Performance; Organizational Identity;

Knowledge Worker; Real Estate Enterprise

浙江财经学院硕士学位论文

第1章绪论................................................................................ 错误！未定义书签。

1.1 研究背景 ............................................................................................................. 1

1.2 研究目的与研究意义 ......................................................................................... 2

1.3 研究内容 ............................................................................................................. 3

1.4 研究思路 ............................................................................................................. 4

1.5 创新之处 ............................................................................................................. 5

第2章文献综述 ............................................................................................................ 7

2.1 房地产企业知识型员工 ..................................................................................... 7

2.2 心理资本研究综述 ........................................................................................... 10

2.3 工作绩效研究综述 ........................................................................................... 13

2.4 组织认同研究综述 .......................................................................................... 16

2.5 心理资本、组织认同、工作绩效关系研究 .................................................. 18

第3章研究设计与方法 .............................................................................................. 21

3.1 研究假设及模型 ............................................................................................... 21

3.2 问卷设计 ........................................................................................................... 23

3.3 数据收集 ........................................................................................................... 25

3.4 研究方法 ........................................................................................................... 25

第4章数据分析 .......................................................................................................... 27

4.1 样本数据描述 .................................................................................................. 27

4.2 信效度分析 ...................................................................................................... 29

4.3 各变量间的相关分析 ...................................................................................... 34

4.4 差异性分析 ...................................................................................................... 35

4.5 回归分析基本假设检验 ................................................................................... 38

4.6 心理资本对知识型员工工作绩效的直接影响效应 ....................................... 40

4.7 组织认同在心理资本对工作绩效影响中的调节效应 .................................. 46

第5章研究结论与管理启示 ...................................................................................... 58

5.1 主要研究结论 .................................................................................................. 58

5.2 对房地产企业人力资源管理的启示 .............................................................. 60

5.3 研究局限与研究展望 ...................................................................................... 62

参考文献 ........................................................................................................................ 64

附录.............................................................................................................................. 69

附录 1 调查问卷 .................................................................................................... 70

附录 2 样本数据的正态分布 ................................................................................ 75

浙江财经学院硕士学位论文

附录 3 性别、婚姻状况对心理资本的差异性分析 ............................................ 77

附录 4 硕士研究生在读期间发表的论文 ............................................................ 77

致谢.............................................................................................................................. 78

浙江财经学院硕士学位论文

图目录

图1-1 研究技术路线...................................................................................................... 5

图2-1 关系绩效与任务绩效的决定因素.................................................................... 16

图2-2 Mael和Ashforth对组织认同前因变量的归纳 .................................................. 17

图3-1 模型结构图........................................................................................................ 23

图4-1 心理资本对工作绩效直接影响效应模型........................................................ 40

图4-2 心理资本对关系绩效的影响及组织认同的调节作用.................................... 55

图4-3 心理资本对任务绩效的影响（组织认同不起调节作用）............................ 55

图4-4 心理资本对创新绩效的影响及组织认同的调节作用.................................... 56

图4-5 心理资本对学习绩效的影响（组织认同不起调节作用）............................ 56

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摘要：

浙江财经学院硕士学位论文IV摘要房地产业是一个具有高度综合性和关联性的行业，它作为社会生产、生活的基本载体，不仅直接影响着人民居住环境的改善，生活水平的提高，而且作为区域经济发展的动力来源，影响着国家的工业化、城市化进程。但来自宏观环境、全球化竞争、知识经济的风险正威胁着许多房地产企业的正常发展，给知识型员工带来了极大的负面情绪，他们频繁地提出离职，并呈现出较高的流动性，而他们集中了企业80%-90%的技术和管理，是获得持续竞争优势的根源。为了留住这些人才，实现组织绩效目标，激发知识型员工的心理资本以及增强他们的组织认同成为其中一条必经之路。鉴于此，本研究以房地产企业知识型员工为例，着力探索心...

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