Empirical Study On The Impact Of Employees’ Organizational Commitment On Contextual Performance

Organizational commitment is an important area of research inorganizational behavior and human resource management, theenthusiasm of the work attitude and work of its employees in theorganization have an important impact. The organization’s survival,development and efficient competitive play an important role. Foreignresearch literature in this area is relatively abundant band in thecountry there is lack of organizational commitment, is still in its initialstage, the empirical research on organizational commitment is alsorelatively rare, and to explore the dimensions and factors oforganizational commitment accounted for most; scholars have beenmore concerned about the causal relationship betweenorganizational commitment and job performance, but the existingliterature most of them study the relationship between organizationalcommitment and job performance is the use of the research methodsof the qualitative theory. Research on the impact of organizationalcommitment and the contextual performance, and the use of empirical methods is missing. This is a lot of space and areas fordeeper research in this area. Based on the above conclusions,document analysis, questionnaires and other methods, etc.,constitute the dimensions of organizational commitment werediscussed; and use of appropriate statistical methods to study therelationship between organizational commitment and the contextualperformance, and organizational commitment to the role of thecontextual performance prediction.In conclusion, our predecessors on the basis of the existingorganizational commitment and the contextual performance theory,through careful analysis, the establishment of organizationalcommitment and the contextual performance model. Ling Wenquanfive dimensions of organizational commitment scale from ShanxiProvince, Taiyuan, the state-owned enterprises, private enterprises,such as different positions in different sectors of 206 employeesconducted a field survey of empirical research methods employeesorganize the relationship between commitments and contextualperformance. The contextual performance and organizationalcommitment. Questionnaire data derived correlation analysis andlinear regression analysis, to draw final conclusions:（1）the fivedimensions of organizational commitment of employees is the impactof important factors and variables of its contextual performance;（2） corporate staff organization commitment, emotional commitment,economic promise and opportunity commitments associated withperformance, interpersonal promote dimensions have significantlywith the impact and it predictability, while the specificationcommitment and ideal commitment to promote no obvious predictionsexual people;（3）the economic commitment in employees’organizational commitment, ideals, commitments and opportunitiescommitment associated with the performance of the work, dedicationdimension has a significant impact and predictability, and affectivecommitment and normative commitment, dedication there is noobvious predictability .This is the research, organizational commitment and thecontextual performance of these two variables to build the framework,the assumption is analyzed both by empirical methods. Further clarifythe organizational commitment to the contextual performance impact,as well as both the cause and effect relationship. Further enrich thecontent of the research in this area. Employees’ organizationalcommitment, job performance, employee loyalty of the organizationas a step by step development of the society subtle changes. From theperspective of management practices, this study can provide theappropriate management measures for the corporate humanresources department to make it more in modern society knows how to make scientific planning and management of employees tocorporate goals and interests greater contribution.