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心理资本是个体在成长和发展过程中表现出来的一种积极心理状态,组织心理资本是成员在组织发展过程中长时间互动开发而形成的共享积极心理状态,其有利于促进组织为成员提供必要的机会和资源,能够激发成员的工作积极性和动机,从而提升组织绩效。尽管部分理论研究者已经认识到心理资本对高新技术企业的重要作用,但大多是基于个体层面,且忽视了人力资源实践的作用。本研究将支持性人力资源实践、组织心理资本与组织绩效整合在组织层面的理论模型中,对149家高新技术企业进行了实证研究,揭示了高新技术企业支持性人力资源实践对其财务绩效和成长性绩效的影响机理以及组织心理资本在其间的中介效应,明确了加强组织心理资本开发对于高新技术企业组织绩效的重要性。
Psychological capital is a positive state of mind that individuals exhibit in their growth and development. Organizational psychology capital is a shared positive state of mind formed by members interacting for a long time in the process of organizational development, which is conducive to promoting the organization to provide the necessary members Opportunities and resources that motivate members to work actively and motivate to improve organizational performance. Although some theoretical researchers have realized that mental capital plays an important role in high-tech enterprises, most of them are based on the individual level and ignore the role of human resources practice. In this study, the supportive human resources practices, organizational psychological capital and organizational performance are integrated into the theoretical model at the organizational level. An empirical study is carried out on 149 high-tech enterprises, revealing that the high-tech enterprise’s supportive human resources practices have a negative impact on their financial performance and The mechanism of the growth performance and the mediating effect of the organizational psychological capital in the meantime, and clarifies the importance of strengthening the development of organizational psychological capital to the organizational performance of high-tech enterprises.