Research Of Contextual Performance Of Office Staff Of University

Nowadays, in order to grow continually, organizations take the concept of people-oriented and the HRM important one after the other. As the core of HRM, the Performance Management is considered important all the more. However, Performance Management, or Performance Assessment in most organizations aim at Task Performance. Task Performance, inseparable from the quantifiable index, has already divulged its deficiencies. Contextual Performance, focuses on interpersonal skills and interaction which improves the working relationship, is consistent with the concept of people-oriented. It can make up the defects of Task Performance, make Performance Assessment more all-sided, and instruct Selection, Stimulation as well as Training better.As a special organization, the soft atmosphere of university fits Contextual Performance well. Office work of university is service, and Task Performance cannot restrict or stimulate these employees well. This is the situation which needs to import the concept of Contextual Performance tarnally. Besides Performance Assessment, the concept of Contextual Performance can also instruct Selection, Stimulation as well as Training well. So, I choose this point of view for my thesis.Firstly, this thesis introduces the research production of academicians at home and abroad. It begins with extra-role behavior which educes the connotation and meaning of Contextual Performance, and the famous"Big Five", the method to weigh Contextual Performance. Then it indicates that currently there are much more theories than practices in the field of Contextual Performance, and few applications are in-depth. So, this part brings forward problems to be discussed for the latter parts.Secondly, this thesis indicates the confine of office staff of university, and adduces seven Contextual Performance cases of office staff of university. Via analysis of the cases, it indicates the actuality of office staff of university, and the Contextual Performance problems of the group. Thirdly, according to the Contextual Performance problems of office staff of university brought forward by the previous part, as well as the results of the questionnaires, this thesis concludes the Contextual Performance criteria of this group, or the Nine Qualities which should be provided with by this group. And the conclusion of the Nine Qualities is closely related to the Big Five.Finally, according to the Nine Qualities, this thesis analyses and elaborates the countermeasures for the improvement of contextual performance of office staff of university. The phase of Selection chooses the candidates who possess the Nine Qualities, the phase of Performance Assessment finds out the deficiencies of the contextual performance of employees, the phase of Stimulation inspires the ideal contextual behavior of them, and the phase of Training inducts and trains them to perform contextual behavior which the position calls for. The four aspects act together to improve the contextual performance of office staff of university.I hope sincerely that the Nine Qualities and countermeasures can bring the fresh air to the HRM of office staff of university, and be useful to improve the service quality of this group.