An Empirical Study On Organizational Commitment And Job Performance Of Industrial Banks' Employees

Organizational commitment is a psychology of the relation between the organization and its members. As an important social psychology factor, lots of research work has indicated that organizational commitment can influence the individual's incentive, attitude and satisfaction, finally influence the individual's performance and organization's efficiency. Organizational commitment is researched necessarily and urgently in the corporations of China, especially in the industrial banking of China because of the drastic competition in human resources and members'low job performance.In this study, the employees from the industrial banks are chosen as the participants. Trough reviewing the existing literatures and interview methods, the structure of organizational commitment and job performance of Chinese industrial banks'employees is explored. Based on the design of research, two tests are put up through questionnaire survey. In the first test, the inquiry is amended through item analysis, factor analysis and reliability analysis. In the second test, 279 employees from five banks are surveyed. Based on the analysis of the collected data, firstly, the present situation of organizational commitment and job performance is described, then it points out whether organizational commitment influences job performance with the analytical methods of correlation and regression, secondly, it takes the variable of compensation satisfaction into the model and proves whether the variable can be mediator, finally it applies independent-sample T-test and one-way ANOVA to prove whether organizational commitment and job performance are different on different population statistial variables.The result shows that organizational commitment is formed by affective commitment, ideal commitment, normative commitment, continuance commitment and job performance is formed by task performance, contextual performance, adaptive performance. The current situation of organizational commitment and job performance is medium degree. There is a positive significant correlation between organizational commitment and job performance, high organizational commitment can make high job performance. And compensation satisfaction can act mediating effect on organizational commitment and job performance thourgh the method of path analysis. It also proves that organizational commitment and job performance exist degrees of difference on different genders, ages, educations, lengths of service and duties, but job performance is not different on different banks.Based on the research results, a lot of suggestions on the practice of human resources management in the industrial banks have been put forward from establishing communication channel, renewing compensation promotion system, implementing career management, minding organizational culture constitution, carrying out dynamic managements on organizational commitment and so on.