Research On Relationship Between Organizational Commitment And Job Performance Of Power Enterprises

Organizational commitment is an important concept of organization behavior and human resources management field currently. Since 1960 proposed by American sociologist Becker at the first time, it has been praised by academic and corporate wide concern. Organizational commitment as a connection between staff and organization of a kind of psychological ties relationship, it not only to a certain extent reflects the psychological attitude of organization staff, but also measure organizational development objectives or one of the important indexes. Although in recent years the domestic related research increases gradually, compared with foreign countries are still obviously deficiencies, and domestic most studies are confined to colleges, hospitals, state-owned enterprises, etc. This research is combined with our country power enterprise development present situation, power enterprise employees of organizational commitment and working performance analysis on the status quo of organizational commitment, and discusses the relationship between the job performance, so as to enhance power enterprise human resources management efficiency provide theoretical basis and guidance, hence certain theory value and practical significance.Based on a review of previous studies in this respect, this thesis constructs the influence model of OC on power enterprise employee job performance and advances the relevant theoretical hypothesis. After questionnaire surveys of 198 employees from enterprises, the statistics is processed with SPSS13.0 for variance analysis , correlation analysis and regression analysis.The main conclusions are:Top one. the electric power enterprise employees with different characters vary to some extent in OC and several dimensions of job performance.Top two. ideal commitment, economic commitment , normative commitment , affective commitment have significant positive correlation on task performance, opportunity commitment has significant negative correlation on task performance.Top three. affective commitment, economic commitment, opportunity commitment have significant influence on contextual performance.Top four. ideal commitment, economic commitment , affective commitment, opportunity commitment have significant influence on task performance. With the above research findings, the thesis looks ahead to future studies in this field and presents some suggestions on how to improve employees' OC, in the hope of giving useful guidance and effective impetus to the administration of Chinese electric power enterprises.