Employees' Goal Orientations, The Quality Of Leader-Member Exchange, And The Outcomes Of Contextual Performance

With the development of new technology and the transformation of global economic model, the organization confronts greater challenges.In order to remain competitive advantage, the organization must make a significant adjustment for business strategy and the operation model.This resulted an change in organization's employment relationship.Employee-organization relationship become one of the most popular issues.Borman and Motowidlo(1993) proposed contextual performance, which promoting the study of organization's employment relationship.As a result,Contextual performance got wide attention from a lot of scholars.However, the antecedents about contextual performance study still limited to the big five personality, self-efficacy and other personal psychological characteristics, the other part of personality had not been study. This paper studied the another component of personality, specifically studing the effect of goal orientation on the contextual performance.Goal orientation is the object of goal orientation theory. This theory considered that it's goal orientation determines the individual's achievement behavior and the performance of a given task. But the field largely confined to task performance, few studies involving the impact of goal orientation about contextual performance. In addition, the previous studies largely ignored the other variables's impact of environment.This study examines the effect of leader-member exchange on the relationship between goal orientation and contextual performance.This study also comprehensively inspect the relationship among the goal orientation, leader-member exchange and contextual performance. The major results are described as below:1.A learning goal orientation is prominently positively related to leader-member exehange;A proving goal orientation is positively related to leader-member exehange; A avoiding goal orientation is negatively related to leader-memberexehange.2.A learning goal orientation is prominently positively related to contextual performance and its two dimensions;A proving goal orientation is positively related to contextual performance and its two dimensions;A avoiding goal orientation is negatively related to contextual performance and its two dimensions.3.leader-member exehange is prominently positively related to contextual performance and its two dimensions.4.Leader-member exchange mediates the positive relationship between employees's goal orientation and contextual performance.