The Empirical Research Of The Relationship Between Big Five Personality,Job Attitude And Contextual Performance

With the development of the global economy, enterprises face increasing competition of high uncertainty and swift challenges. One of the core propositions of the modern human resources management is to deal with the relationship between employees and organizations effectively. So the research on the work performance is a very important part of the current human resources research. Staffs finished their jobs just within the scope of their responsibilities would no more be the best employees in the organization. The organizations strongly induce and expect the employees to contribute beyond their own responsibilities, in the purpose of coordinating between the team members and working group activities, and conscientiously comply with the normal operations of the entire organization. The research of contextual performance is focus on this kind of performance. A new angel has come out, and it becomes the latest research topic in the organizational behavior and human resources management.In Chinese enterprises, although there are standard job descriptions, most employees can not do their best to finish their jobs within their responsibilities. The Chinese human resources management faces the dilemma: in one hand, the regulations become more and more trivial; in the other hand, the employees' self-contribution and enthusiasms to the work have fallen and the management cost has increased. So the research of the contextual performance has much practical meaning to the dealing with the dilemma.Based on the literature review, it is thought that the Big Five Personality is the most important antecedent of contextual performance. Due to the culture differences, the Chinese employees' relationship between Big Five Personality and contextual performance is on the further discussion. In the mean time, it is discovered that the employees in the personality tests, who tend to be potential of excellent contextual performance, have different performance at distinct job attitudes. To summarize the current research, the job attitudes weren't taken into consideration in the relationship between personality and contextual performance. This is actually a weakness. This dissertation answered the following questions: what are the antecedents of Chinese employees' contextual performance? Which determined the...