The Exploration of the Relationship between Psychological capital, Emotion Labor and Work Performance

• Main Authors: YU,CHEN-CHUAN, 游鎮全
• Other Authors: HSU,SHENG-HSUN
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/7b3mb3

碩士 === 中華大學 === 企業管理學系 === 106 === Due to the rapid growth of high-tech industries and the constant renewal and change of information, high-tech industry practitioners must constantly learn new things. The increasingly fierce market competition has caused high-tech industry practitioners to accept new challenges from time to time and endure it. They often have to work overtime and work overwork. Therefore, employees in the high-tech industry are highly emotional labor employees. Because the connotation of different emotional work of the work attribute also varies, it is mainly based on the two connotations of expressing positive emotion and restraining negative emotion. In the positive emotional expression part, employees usually have to perform positive moods and smile. In specific, there are two types of performance： surface performances and deep performances. Luthans et al. (2004) showed that psychological capital refers to the positive psychological state of individuals, including four dimensions of self-efficacy, optimism, hope, and resilience. Psychological capital is a unique, measurable, can develop, affect the performance of the standard. Therefore, this study intends to use high-tech industry practitioners as the research object, using a questionnaire survey to analyze its psychological capital, emotional labor and job performance, and in-depth discussion. The results of the study show that： 1. The psychological capital of hi-tech industry practitioners has a significant negative impact on surface emotional labor. 2. The psychological capital of hi-tech industry practitioners has a significant positive effect on deep emotional labor. 3. Surface emotional labor has a significant negative effect on job performance. 4. Deep emotional labor in high-tech industry employees has a significant positive impact on job performance Different background variables are attributed to the difference in the nature of the variables. Only married and unmarried people have “significant differences” in the “surface performance”. The psychological capital of hi-tech industry practitioners can not only enhance deep performances but also reduce their surface performance, increasing the performance of hi-tech industry employees. Therefore, companies should reduce surface performance and enhance deep performance by increasing employees’ psychological capital. In order to achieve the effect of improving job performance. It is suggested that the human resources department can plan a complete education and training course to improve the employee's psychological capital.