The Effects of Employees' Job Satisfaction on Work Performance in Social Organization: Focusing on Psychological Capital and Organizational Identity as a Mediator

This study aimed to analyze the impact of social organization employees' job satisfaction on their work performance, and used psychological capital and organizational identity as mediating variable. An online survey was conducted and 490 valid questionnaires were collected. SPSS26.0 and AMOS24.0 was used to perform statistics on the obtained data, as well as the results of statistical analysis, correlation analysis, confirmatory factor analysis, and bootstrap intermediary analysis. Analysis result: First, job sat isfaction, psychological capital, and organizational identity have a significant positive impact on the work performance of social organization employees. Second, job satisfaction of social organization employees has a significant positive impact on their psychological capital and organizational identity. Third, psycho logical capital and organizational identity play a part of the mediating role between social organization employees' job satisfaction and work performance. Therefore, social organization managers should pay atten tion to improving employees' job satisfaction, psychological capital and organizational identity, so as to improve their work performance and promote the sustainable development of social organizations. Social organization managers can establish a system to evaluate job satisfaction, formulate incentive measures to improve employees' work enthusiasm, and then enhance employees' organizational identity; through train ing to improve employees' psychological capital, and finally achieve the purpose of enhancing employees' work performance. Policy makers can formulate special laws for the development of social organizations and strengthen the supervision and management of social organizations, provide policy support for the follow-up talent training of social organizations to promote the healthy and sustainable development of social organizations. Innovation: This study introduced the analysis framework of job satisfaction and work performance of employees in ordinary enterprises into the research of employees in social organizations. By studying the factors affecting employees' work performance, it can help social organizations improve their management system and promote their sustainable development. Limitations: This paper only studied social organizations in The Beijing-Tianjin-Hebei region of China, which provided some reference value for the study of the relationship between job satisfaction and work performance of social organizations in China, but the research area was relatively small. We need to expand our research further if we want to get more valuable research results.