Research on the Influence of Employee Social Network on Individual Performance

Citation

Liang, Cheng. (2019). Research on the influence of employee social network on individual performance. (Independent study, Master of Business Administration). Bangkok: Siam University.

Abstract

The sustained and stable development of the Chinese economy has promoted the rapid growth of Chinese enterprises, but also makes the enterprise face a more complex environment. The question would be how to improve employee’s performance and enhance enterprise core competitiveness which would lead to the key problems for enterprises to cope with fierce competition, realization of the enterprise strategy goals and sustainable development.

The factor that affects employee performance was the internal social network of an enterprise. In the internal social network of an enterprise, employees were the easiest to establish a self-centered relationship. In the context of Chinese culture, organizing “relationships” had become a necessary condition to complete the task. A good relationship network can provide the necessary resources to make employees form a positive and optimistic attitude to better achieve their goals. Therefore, for
companies, the positive role of psychological capital was a very important point, because the internal social network of the company has an impact on employee performance. The purpose of this paper was to study the mechanism by which the internal social network of employees increased the level of psychological capital and thereby affected the performance of individual employees, through the combination of theoretical analysis and empirical research, we explored the role process of employee social network scale, heterogeneity, density, etc. on employee task performance and relationship performance. It was hoped that it would help improve the individual performance of employees and provide reference conclusions for the organization’s human resources management activities.

This paper analyzed the connotations and constituent elements of the internal social network of employees, psychological capital, and individual performance of employees on the basis of a comprehensive review of relevant theories and research literature at home and abroad; Through in-depth study of the relationship between the three, from the perspective of psychological capital to exploring the internal mechanism of employee social network on employee performance of individual
mechanisms, and then put forward relevant assumptions, build a theoretical model of this article; SPSS17.0 was used to perform trust level analysis, validity analysis, correlation analysis and regression analysis on the questionnaire recovery data, test hypotheses and modify the model. In this way, the mechanism of the employee’s internal social network on employee’s psychological capital and performance was clearly revealed.

The following conclusions were deduced: 1) The various dimensions of enterprise internal social networks have a significantly positive impact on employee performance. The larger network scale and higher network density and network heterogeneity, the higher the employee performance; 2) The various dimensions of psychological capital had a positive impact on employee performance. Employees’ psychological capital of self-efficacy, optimism dimension all had a significant positive impact on their performance; 3) Psychological capital was the intermediary variable of internal social network and employee performance. Network scale, heterogeneity and density were achieved through the indirect influence of psychological capital on its performance. The intermediary role of psychological capital in corporate internal social networks can further improve employee performance.

Keywords: Internal social employee network, Psychological capital, Employee task performance.

Research on the Influence of Employee Social Network on Individual Performance

Master of Business Administration (International Program), Siam University, Bangkok, Thailand

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