an empirical study on the relation between psychological capital and growth of new generation of mig

1、<p>　　An Empirical study on the relation between psychological capital and growth of new generation of mig</p><p>　　Abstract. The new generation has become the main group of migrant workers， and their p

2、sychology problems attract much attention by government， society and companies. Positive psychology capital not only has direct role in organizational performance， but also has indirect effects by acting on human capital

3、 and social capital to create and maintain competitive advantage. It is important to personal growth and organizational performance. This empirical study researches on the relation between psych</p><p>　　Key

4、 words： migrant workers； psychology capital； personal growth； job performance </p><p>　　1 INTRODUCTION </p><p>　　Today， the new generation born in late 1970s and early 1980s， has become the main

5、 group of migrant workers. The 7th Central Document of 2010 puts forward “make efforts to address the problem of new generation of migrant workers， research the new problems after transferred population settled into the

6、city.” This is the first time using the words “new generation of migrant workers "in the party document ， and signals the concerning to the new generation which occupies 60 percent of the total numbe</p><

7、p>　　Research project of Zhejiang Federation of Social Sciences （2009Z29）The new group shows characteristics of oversupply in number and shortage in quality. With the international division of labor from low-end upgrad

8、e to high-end， the labor should turn scale advantages to quality advantages （Xu Jiabin， 2005）. Early， attention to intelligent qualities and skills enrich the research in human capital of migrant workers. Since 1990s， so

9、cial capital of migrant workers receives much attention， and most s</p><p>　　2.1 Literature Review </p><p>　　Recent years， psychological capital researches attract attention of scholars in many

10、fields home and abroad. There are wealth researches in the field of structure and impact of psychological capital. Jensen （2003） develops a rating scale of psychological capital and analyzes that psychological capital in

11、cludes four elements such as the state of hope， optimism status， self-efficacy， and resilience. Page （2004） believes that the structure should contain integrity， in addition to the four elements </p><p>　　An

12、other research is about impact factors of capital formation. Hui qingshan （2009） suggests that control points and organizational support have positive effect on psychological capital. With application of artificial neura

13、l networks，Tianxi Zhou （2008） analyzes six factors that affect psychological capital formation， including organizational support， economic factors， self-realization， human relationships， health status， family factors. Or

14、ganization supports have greatest impact， and family facto</p><p>　　In fact， psychological capital not only has direct role in organizational performance， but also has indirect effects by acting on human cap

15、ital and social capital to create and maintain competitive advantage （Zhang Hong-Fang， 2009）. If investment in human capital and social capital is an important source of human resources to create competitive advantage， p

16、sychological capital investment and development is the basis and driving force. This paper studies the relationship between psychological cap</p><p>　　In possession of positive psychological capital is condu

17、cive to the play of the human capital of migrant workers. Always， people full of hope for the future are confident， often able to face disappointments in work and life， see the light in times of hardship， accept challeng

18、e with optimism， assume responsibility initiatively， grapple their own destiny， deal with difficult positively， achieve self-motivation， have willing to accept new ideas， and learn and practice continuously. This positiv

19、e ps</p><p>　　In addition， positive psychological capital also contributes to the formation of good social capital of migrant workers. Optimistic people always get the goodwill of others， and are easy to cre

20、ate good relationships； people with self-confidence and fortitude will motivate themselves in times of hardship； people full of confidence always give others a sense of hope. These good psychology states make migrant wor

21、kers easier to integrate into city life， expand their social radius， meet more people o</p><p>　　The study of Gallup Leadership Institute in University of Nebraska - Lincoln find that， psychological capital

22、is significantly positively correlated to employee performance and job satisfaction. We can improve staff performance through psychological capital training. Luthans Kyle w， Jensen， Susan M， et al （2005） show that， psych

23、ological capital has significant positive correlation with retention intentions， commitment on objectives and work. </p><p>　　So， this paper establishes following assumptions： </p><p>　　H1： Psyc

24、hological Capital has positive impact on human capital </p><p>　　H2： Psychological Capital has positive impact on on social capital </p><p>　　H3： psychological capital has positive impact on job

25、 performance </p><p>　　3 RESEARCH METHODS </p><p>　　3.1 Subjects </p><p>　　This paper selects two labor-intensive industries in Zhejiang Province： the cable industry and energy-savi

26、ng lamp industry， and seven companies of cable industry and nine of energy-saving lamp industry are involved. The new generation of migrant workers （born after 1975， and below the age of 35 years） is the object of study.

27、 Researchers deliver and ask them fill questionnaire centrally. There are 550 questionnaires delivered， and 500 valid. The specific distribution of sample in gender， marital </p><p>　　3.2 Research Tools <

28、/p><p>　　This study takes psychological capital as independent variable and the growth of the new generation of migrant workers as dependent variable. The dependent variable is latent variable， reflected by hum

29、an capital， social capital and work performance. The rating scales of psychological capital， human capital and social capital and performance scale are included. </p><p>　　1） The rating scales of psychologic

30、al capital. </p><p>　　This study adopts the Psychological Capital Questionnaire edited by Luthans. On the basis of faith to original intent， the authors adjust some sentences to facilitate migrant workers to

31、 answer. Questionnaire involves self-efficacy， hope， resilience， optimism， and each dimension contains 6 questions. The subjects evaluate themselves based on the actual situation of their own work. </p><p>　

32、　2）The rating scale of human capital and social capital. </p><p>　　On the basis of extensive literature and repeated discussions， researchers set 12 items around skill level， operation knowledge， experience，

33、 etc. Cronbach's coefficient of the scale is 0.75. We also set eight items around interpersonal communication， teamwork， etc. Cronbach's coefficient is 0.81， both reliabilities are good. </p><p>　　3）

34、Performance scale. </p><p>　　On the basis of literature reviews and expert recommendations， researchers set 5 items around production， task completion and cost savings. This scale is filled by the leader in

35、accordance with the actual work performance. </p><p>　　4 DATA ANALYSIS </p><p>　　4.1 Descriptive Statistics and Correlation Analysis </p><p>　　The mean， standard deviation and corre

36、lation coefficient of each variable is shown in Table 2. Gender and age are control variables. The content of human capital overlap education level and length of service， so we don’t take them as control variables. Table

37、 1 shows the correlation coefficients of the gender and three categories of capital are significant， which means the male are in a stronger position in knowledge， skills， interpersonal relations and positive mental abili

38、ty. In addition， psych</p><p>　　TABLE II. DESCRIPTIVE STATISTICS OF THE VARIABLES </p><p>　　4.2 Regression Results and Analysis 　　Table 3 shows regression results， and model 1， model 2， model 3

39、 reviews the impact of psychological capital on human capital， social capital， and job performance separately. The goodness of fit of each model is 0.163**， 0.214 **， 0.238** in turn. The significant level of correspondi

40、ng F statistic is 0.000. VIF and DW test shows that the models does not exist collinearity and Serial correlation. </p><p>　　TABLE III. REGRESSION ANALYSIS OF PSYCHOLOGICAL CAPITAL </p><p>　　The

41、 regression analysis of three models indicates that， psychological capital have significant effect on human capital increasing， social capital improvement and performance enhancing. </p><p>　　5 CONCLUSION AN

42、D IMPLICATION </p><p>　　5.1 Conclusion and Suggestion </p><p>　　Psychological capital is core psychological factors to promote personal growth and improve organizational performance. Psychologic

43、al capital play important role in organizational performance. Human capital and social capital affect the potential ability of an organization to achieve high performance， while psychological capital translates potential

44、 ability into reality. This study confirms the positive significance of the psychological capital. So it is necessary for employees and employers to a</p><p>　　5.2 Limitations and Future Recommendations <

45、/p><p>　　There are still certain limitations： First， this study only pays attention to migrant workers， and most of them first-line operators. Therefore， if the research findings have general promotion to other

46、 industries or other types of employees， remains to be further explored. Second， performance measurement is relatively simple. This measurement is efficient for migrant workers， but when used to measure the complexity pe

47、rformance of knowledge workers， it is necessary to consider the relationship pe</p><p>　　6 Acknowledgements </p><p>　　Fund Project： Projects Fund of Humanities and Social Sciences from Ministry

48、of Education （09YJA630148）. </p><p>　　References </p><p>　　[1] Goldsmith A H ，Veum J R ， Darity W. Working hard for t he money ？ Efficiency wages and worker effort [J]. Journal of Economic Psych

49、ology. 2000 ，21 （4） ：351-385. </p><p>　　[2] Judge T， Bono J. Relationship of core self-evaluations traits-self-esteem， generalized self-efficacy， locus of control， and emotional stability - with job satisfac

50、tion and job performance： A meta-analysis[J]. Journal of Applied Psychology， 2001， 86 （5）：80-92. 　　[3] Jensen，S M. Entrepreneurs as leaders： Impact of psychological capital and perceptions of authenticity on venture per

51、formance[D].unpublished dissertation of University of Nebraska ，2003. </p><p>　　[4] Cole K. Wellbeing， psychological capital， and unemployment： An integrated theory[R]. Paper presented at the joint annual co

52、nference of the International Association for Research in Economic Psychology （ IAREP） and the Society for t he Advancement of Behavioral Economics （SABE） ，Paris ，F(xiàn)rance ，2006 </p><p>　　[5] Luthans F， Avolio

53、 B J， Walumbwa F O， and Li W. The psychological capital of Chinese workers： Exploring the relationship with performance. Management and Organization Review， 2005， 1： 247～269. </p><p>　　[6] Luthans F， Luthans

54、 K W， and Luthans B C. Positive psychological capital： Beyond human and social capital. Business Horizons， 2004， 47： 45-50 </p><p>　　[7] Page L F ， Bonohue R. Positive psychological capital： A preliminary ex

55、ploration of t he construct [R]. Working Paper of department of management of Monash University. 2004 </p><p>　　[8] Ke Jianglin， Sun Jianmin， Li Yongrui. Psychological Capital： Chinese Indigenous Scale’s Dev