The Relationship Between Organizational Commitment And Contextual Performance In Chinese Context

With the high developing speed of new technology, the organization confronts the greater pressure. To keep competition, the organization has to make an important adjustment for strategy and operation, which changed the relationship between employee and employer. And the research of employee-organization relationship is an effective approach to master the essence, control the organizational behavior, enhance the organizational performance, and improve the staffs' satisfaction.Borman and Motowidlo(1993) concluded contextual performance, which promoted the employee-organization relationship. The contextual performance behaviors support the broader organizational, social, and psychological environment in which the technical core must function. It includes helping, cooperating and volunteering behaviors. The organizational commitment is another research of employee-organization relationship. The higher level of perceived organizational support, the employees would hold higher level of commitment to the organization. And the more commitment, staffs have a higher evaluation of their own job, compensation, and promotion. In addition, they have lower possibility of turnover and better performance. However, the relationship between employee's organizational commitment and contextual performance is still a blank field for research. Thus, this research is concentrating to investigate their relationship, to explore whether the more commitment the staffs have, the higher-level contextual behaviors they perform.The study made a pre-test through the standard translation and back-translation to assure equivalence of measures between the Chinese and English versions for the organizational commitment scale and the contextual performance scale. And we modified the scales via items-analysis, exploring factor analysis for validity, test-retest reliability, and the Cronbachαcoefficient. The final scales were answered by the employees of CSR Meishan rolling stock company, CSR Beijing two seven rolling stock company, and CNR Changchun railway vehicles company, Ltd. And we made these conclusions through the analysis of SPSS12.0: a. the organizational commitment can divide into three components of affective, continuance, and normative commitment in Chinese context; b. five demographics do have influences on organizational commitment; c. the contextual performance also has two distinct dimensions, job dedication and interpersonal facilitation; d. the higher-level commitment the employees have, the higher-level contextual behaviors they perform; e. normative and affective commitment can predict job dedication, but the continuance commitment can't; f. affective commitment can predict interpersonal facilitation, but continuance, and normative commitment can't; g. the three components of organizational commitment don't have interaction effects on contextual performance.The results contribute to the theory of contextual performance, and we approve that organizational commitment is one of the influences on the contextual performance besides personality. This also confirm that employee's commitment do influence and predict their working behaviors. In reality, the fruit can direct the practice of human resource management, such as job description, recruitment, and promotion.