The Study About The Influence Of Middle And Small Family Enterprises Knowledge Worker's Organizational Commitment On Job Performance

After implementing reform and opening policy, China's private economy plays an important role in the economic development. And almost all the private economy adopt family-owned enterprises policy. Therefore, middle and small family-owned enterprises have been attached importance among many scholars gradually. Knowledge workers have become main ones who creating value. Knowledge workers and traditional workers have great differences in many aspectssuch as work contents and work methods, so how to manage them effectively and improve their job performance continuously has become an extremely critical issue in human resource development and management. Organizational commitment is a very important conception in organizational behavior and human resource management, and it can predict knowledge workers'job performance well. Studying the influence of organizational commitment on knowledge workers'job performance can not only verify the validity of organizational commitment, but also provide a new prospective to improve knowledge workers'job performance.This article first studied employee's organizational commitment and performance with connotation and dimension theory regarding domestic and international researchers, then defined the article will use related concepts. What's more, the article subdivide the organizational commitment to three dimensions:affectivity commitment, durative commitment and standard commitment. Subdivide job performance to four dimensions:task performance, relation performance, study performance and innovate performance.Through the analysis of the above relevant information, proposed hypotheses about the influence of knowledge worker's organizational commitment on job performance. At the same time, adopted SPSS statistical software with descriptive statistical analysis,validity and reliability analysis,correlation analysis, regression analysis and difference analysis to verify hypothesis. Results show that affectivity commitment and standard commitment have significant influence on four dimensionality of job performance. But durative commitment has influence only on task performance and study performance. Moreover, knowledge worker's with different characters have certain differences in organizational commitment and job performance. Finally, with the above research findings, the thesis presents some suggestions on how to improve workers'level of organizational commitment, in the hope of giving useful guidance and effective impetus to the administration of middle and small family-owned enterprises.