The Empirical Research Of The Influence Of Civil Servants'Perceived Organization Justice And Job Satisfaction On Contextual Performance

Since a long time ago, people have taken job performance to cognize in duty directions. Borman and Motowidlo in particular developed a model based on two key types of performance-task and contextual. In contrast to task performance, which utilizes knowledge about facts and principles related to an organization's technical core, contextual performance utilizes knowledge of facts, principles, and procedures, all of which relate to situations that call for helping and cooperating with others. This type of performance is often not written in a job description but is nonetheless considered to be an important component of job performance.The civil servants represent government to deal with public service. As the main body of government performance, civil servants possess higher contextual performance can take higher government performance. However, there is little empirical research and effective questionnaire on Chinese civil servants'contextual performance. It is necessary for developing the scientific and normative questionnaire to meter and promote the civil servants' contextual performance under the cultural background in China. Through the literature review and the pratical work, it is found that the civil servants'perceptions of organizational justice and job satisfaction may effects the contextual performance. There still is little empirical research on how they influcence contextual performance.The purpose of this study is to establish contextual performance scale, and examine how the civil servants'perceptions of organizational justice influence contextual performance and to reveal the mediation effects of job satisfaction in perceptions of organizational justice and contextual performance. A questionnaire was used to collect data from500civil servants of12government departments in Dalian. Job satisfaction scale was in reference with Minnesota Satisfaction Questionnaire short-form, and the perceptions of organizational justice scale was in reference with Liu Y. etc established perceptions of organizational justice scale based on China's government and enterprises. At last,456questionnaires were collected, and valid questionnaires were421.We classified civil servants'contextual performance as three dimensions by exploratory factor analysis, responsibility consciousness, self-development and working hard. The results showed that civil servants'contextual performance level is higher, and the highest dimension is responsibility consciousness, the lowest dimension is working hard. Difference analysis showed that contextual performance difference is not significant in gender, age and department properties. Civil servants with undergraduate degrees are higher than others in contextual performance, working years at6-10whose contextual performance level is lowest, and department scale is smaller which contextual performance level is higher.There was high correlation between contextual performance and organizational justice, and procedural justice and leadership justice is the positive predictor of contextual performance while distribution justice and information justice procedural justice can't forecast contextual performance. The results probably related to Chinese culture and the characteristics of civil servants group, Chinese culture is a sort of extensive familism humanistic management culture, which makes leaders'function and position more outstanding. So interactional justice related to leadership has more important significance in Chinese cultural background.The three dimensions of job satisfaction, intrinsic satisfaction, extrinsic satisfaction and general satisfaction all have high correlation with contextual performance. Internal satisfaction and external satisfaction can forecast contextual performance preferably, while general satisfaction can't forecast contextual performance. Additionally, the result also demonstrates that job satisfaction has completely mediation effects on perceptions of organizational justice and contextual performance. The research enriches the theories of contextual performance, and also gives some beneficial advices to pomoting the Chinese civil servants' contextual performance.