중국호텔 종사원이 지각하는 심리적 자본이 조직시민행동과 직무성과에 미치는 영향

The Effects of Psychological Capital Perceived by Employees in Chinese Hotels on Organizational Citizenship Behavior and Job Performance

This research has aimed to verify the relationship among psychological capital, organizational citizenship behavior and job performance. The results of empirical analysis are as follows: Firstly, according to the results which verify the effects of psychological capital on organizational citizenship behavior, hope, optimism and resilience, the sub-factors of psychological capital, have positive (+) effects on organizational citizenship behavior, while the effects of self-efficacy on organizational citizenship behavior are insignificant. Secondly, according to the results which verify the effects of psychological capital on job performance, self-efficacy and optimism, the sub-factors of psychological capital, have positive (+) effects on job performance, while the effects of hope and resilience on job performance are insignificant. Therefore, that it is necessary for hotel enterprises to introduce human resource management system that can improve the psychological capital of employees is proposed. For example, as for job performance, it is necessary for internal hotel industry to adopt relatively fair personnel system, which means that it is most important to actively respond to work of employees within the hotels so as to provide confidence when executing work in the future. Systematizing correct incentive for goals is also most important.