Research On The Relationship Of Employee's Organizational Commitment And Contextual Performance In Chinese Enterprises

As an important concept of organizational behavior study, organizational commitment is the connection between employees and organizations. It is the key factor for the development of the organization, which significantly affects the attitude of the staff to the organization, employee behavior and job performance. With the development of economic globalization and the change of global economic model, competition among enterprises has become increasingly diversified, and the eager for talents has also been excited. In order to remain competitive, meet challenges, different types of enterprises have to take measures to attract and retain talented people, and thereby improve staff's organizational commitment to lower the turnover rate.Contextual performance is the organizational, social and psychological environment that could support an efficient work through personal assistance, voluntary acts, thereby enhancing the organization's overall performance. The more effective support from the organization, the higher organizational commitment of the employees. At the same time, a person with higher organizational commitment always has a better evaluation to his own work, remuneration and career development, and lower possibility of separation. However, the organizational commitment and contextual performance, and there relationship of employees from different enterprises are seldom studied. Therefore in this paper, the affects of population variable on organizational commitment and contextual performance, and the relationship between them are explored in the manner of investigating their status in different enterprises.The formal organizational commitment and contextual performance Scales are improved from pre-test analyzed mature scales using item analysis, factor analysis and internal consistency reliability coefficient checks. In order to ensure the applicability, the questionnaires were delivered to staff from various types of enterprises in various regions including Beijing, Shanghai, Xiamen, Qingdao, Jinan. 330 valid questionnaires were recovered and analyzed through statistical software "SPSS 11 .5 for Windows "(English Edition) to reach the following conclusions: (1) In China, the differences in organizational commitment and contextual performance exist within the state-owned enterprises, private enterprises and foreign-funded enterprises; (2) the organizational commitment is divided into three dimensions which are affective commitment, continuous commitment and normative commitment; (3) population variables indeed affect the organizational commitment and contextual performance; (4) contextual performance in the domestic surrounding can also be divided into inter-personal facilitation and job dedicate dimensions; (5) the three dimensions of organizational commitment can independently effectively predict the contexture performance and its two sub-dimensions.The practical significance of this study is to examine that in the cultural environment in China, which population variables will affect the organizational commitment and contextual performance, and how the organizational commitment affects the contextual performance. Based on research findings, recommendations are made to improve the staff job satisfaction and performance in perspective of the organizational commitment.