南京邮电大学毕业设计 ( 论文 ) 开

题报告
NANJING UNIVERSITY OF POSTS AND TELECOMMUNICATIONS
OPENING PROPOSAL OF GRADUATION PROJECT/THESIS
Thesis title: Research on Psychological Capital and Job Performance of Human
Resource Managers
Student number: F1019090225

Name: MANKIDI KIMBANGI PAGHIEL

Research supervisor: PROF. JIAO Yongji

Major: BUSINESS ADMINISTRATION

Category of degree ： MASTER OF MANAGEMENT

 CONTENTS

Backgroun Main Major

d research findings

Research Analysis Conclusion

objectives and Results s and
suggestion
 Background of the study

 In recent years, performance management has evolved even more. Companies are now ditching the annual
performance reviews and choosing frequent feedback. The definition of an effective performance management
will continue to change with more organizations recognizing the importance of having a positive and
productive work culture.

 In 1914, F.W. Taylor introduced a performance appraisal process that focused more on current worker
productivity and ways to improve it over time. His appraisals focused more on the individual’s personality and
traits like knowledge, punctuality, loyalty etc. instead of accomplishment of workplace goals and service
quality. Ford was a heroic figure for many in the Soviet Union during the 1920s for his contribution to
assembly-line production and his rationalization of labor practices.
 According to Josh Bersin, a well-known industry analyst in corporate HR Artificial Intelligence is likely to
transform HR operations. Another prediction for performance management is that the focus will shift from the
number of feedback check-ins to the quality of the feedback given the emphasis is said to shift from quantity to
quality. In future, performance management processes are predicted to be less complicated and more flexible.
1. Research significant

1.1. Theoretical significance

Foreign scholars’ research on psychological capital has focused on the positive impact of
psychological capital on performance from the very beginning. Taking human resource
managers as the research object, conducting empirical research on the psychological capital
of this group can expand the research field and enrich the existing theoretical results, which
has certain theoretical significance.

1. 2 Practical significance

Exploring the status quo of the psychological capital performance of human resource
managers can provide certain data for follow-up research; countermeasures and suggestions
to improve the psychological capital of human resource managers have certain reference
value for corporate practice.
 Research objective

The purpose of this paper is to advance our understandin

of how psychological capital (PsyCap) influences in job
performance of human resource managers.

. Objectives of the Study

 To identify the relationship between PsyCap and job performance
 To investigate the impact of PsyCap and job performance of the Human
Resources managers.
 To analyze the unique value of psychological capital, job performance
and the relationship between them.
 To identify the mediating effect of job performance on the relationship
between PsyCap and JP among the employees in the banking sector.
 Research literature

As Employees’ job performance is a key individual outcome in any

sector, and ultimately it helps to improve the overall performance of the
organizations (Kappagoda et al., 2014). It can be defined as the observed
attitude of the employee towards the achievement of the objectives of the
organization, in other words things that people actually do, actions they
take, that contribute to the organization’s objectives

 the status quo and differences of human resource managers' job

performance;
 the status quo and differences of human resource managers'
psychological capital;
 the relationship between human resource managers' psychological
capital and job performance;
 the countermeasures to improve the performance of human resource
management

As a result, it can be argued that the positive emotions, thoughts and

behaviors of the employees with high PsyCap may increase their job
performance. In this framework, the following hypothesis has been
established to discuss the interaction between employees’ PsyCap and job
performance.
Literature Countermeasure

 Performance Evaluation and Countermeasure of Human

Resource Management Team - Based on Human Resource
Audit Model
 The new perspective of human resources management team
performance improvement countermeasures
 To improve the human resources management team of
professional qualifications, to human resources consultant
transformation
 Relationship between Human Resources managers
Psychological Capital and Job Performance
 Lots of researches have been conducted to reveal the
relationship between HR management PsyCap and job
performance, and detected positive and significant correlations
between them
 Research Methodologies

Interviews: will be
conducted with the
Data collected will be
present performance
Collected Data analyzed using
management officers and
descriptive statistics.
some Questionnaires will
be provided.

Then the SERVIQUAL

The statistical package for
model will be used to
the social sciences (SPSS)
come up with the
will be used to process
countermeasures based on
and analyzed the data.
the finding of the survey.
Major Findings:
 the status quo and differences of human resource managers'
job performance;
 the status quo and differences of human resource managers'
psychological capital;
 the relationship between human resource managers'
psychological capital and job performance;
 the countermeasures to improve the performance of human
resource management.
 
 RESEARCH CONTENT

Chapter 1 Introduction
1.1 Background of the study
1.2 Objectives of the study
1.3 Significance of the study
1.4 Frame of the study

Chapter 2 Literature review

2.1 the status quo and differences of human resource managers' psychological capital
2.2 the relationship between human resource managers' psychological capital and job performance
2.3 the status quo and differences of human resource managers' job performance

Chapter 3 Analysis on research on psychological capital and job performance of human resource managers

Chapter 4 Data collection and analysis

4.1 Interviews and Questionnaires
4.2 Results of the survey

Chapter 5 Countermeasures
5.1 Conclusion
5.2 Recommendation
 CONCLUSION

Although there are a lot of researches which examine these kinds of linear relations, it is seen that
there is not enough research done at the point of what might be the regulatory variables in those linear
relations. In this context, the starting point of this study is the question of whether PsyCap increases
the job performance It is envisaged that the research will be carried out within a model which consists
of PsyCap, job performance.

The introduction of this work is due to the idea that it can allow to manage a power that increases
personal and organizational efficiency and performance. In this context, within the framework of
various psychological situations within the organization; it is expected to present important findings
and inform the researchers, organizational behavior theorists, organizational managers/practitioners
and human resource specialists about what causes high job performance
The model is planned to be tested by data obtained from various level managers who work in a sample
which is appropriate to the context of the research.

I will designed and administered questionnaires which will be attached as appendix

THANK YOU.