Research On The Relationship Among Human Resource Flexibility, Organizational Commitment And Job Performance

With the deep development of market economy and the the arrival of the era of knowledge economy,the uncertainty and complexity of environment has got sharp increase,Coupled with the changes of employment concepts and flexibility,It has become a very important research topic about how to improve enterprises's staff organizational commitment and job performance, so as to enhance their market competitiveness continuously.Research shows that human resource flexibility has some effect on organizational commitment and job performance. But the empirical study at home and abroad about the relationship among human resource flexibility,organizational commitment and job performance is scarce,then it provide huge space for in-depth study on this issue.By this reaearch we can understand how the enterprises's human resources flexible strategy to influence organizational commitment and job performance, Through analyze the relationship between organizational commitment and job performance,it can providce theoretical guidance and appropriate countermeasures to strengthen HRM and improve job performance.In this paper, human resource flexibility,organizational commitment and job performance are the objects for the study.It works out the study assumptions and hypothetical models based on China's actual situation and the theory and literature at home and abroad related to the research.Through a questionnaire survey, by use of SPSS statistical software to analyze the data for inquiring the relationship among human resources flexibility,organizational commitment and job performance.Results showed that opportunity commitment, ideal commitment and economic commitment have obvious effect on job performance; numerical flexibility, working-time flexibility and payment flexibility have obvious effect on opportunity commitment; functional flexibility, working-time flexibility and payment flexibility have obvious effect on ideal commitment; functional flexibility have obvious effect on economic commitment.It also proved that different gender,age,marital status,education,number of changing work,length of working in current company, department and position can existent different degrees of difference for organizational commitment and job performance.Based on the above study and combined with the analysis and discussions of the practice in China, this paper give some useful suggestions on paying attention to working design,establishing salary payment system based on individual performance and profit-sharing, cultivating a people-oriented management concept,minding "home" cultural construction and career planning. Creating conditions for the staff to achieve their ideal and implementing flexible working hours system etc.