An Empirical Study About The Relationship Among Staffs’Organizational Socialization, Affective Commitment And Job Performance

In the age of knowledge-based economy, the competition between the enterprises increasingly seemed to be competition for talent, therefore, how to improve the job performance of staffs has became a crucial issue that was widely debated among business scholars and practitioners. At the current point, studies on the relationship between job performance and its antecedents have acquired fruitful achievements.But among the numerous antecedents, studies on the organizational socialization were fewer. Under the western cultural background, studies have shown that organizational socialization was positively correlated with work attitude, behavior and job performance, however, the domestic relevant studies were mostly at the introduction and comments state, and the empirical studies about the relationship between staffs’organizational socialization and job performance were rare.At the same time, most researches have reached an agreement that there was a positive correlation between affective commitment and job performance. Therefore,the article will research the relationship between staffs’organizational socialization and job performance under Chinese culture while considering a intervening variable named affective commitment.Based on the previous relevant researches, This paper established the measurement scale of organizational socialization, affective commitment and job performance,and investigated their relationships by investigation with questionnaire. Furthermore, the three variables were brought into a same model, This paper discussed the mechanism that organizational socialization acted on job performance.The conclusions are reached as follows:the organizational socialization for Chinese staffs consisted of five factors,which included organizational politics,job competency, organizational language, interpersonal relationship and organizational culture.Also, Single-factor model of affective commitment, Two-factor model of job performance were verified;organizational socialization and its factors were positively correlated with job performance and its two dimensions; organizational socialization and its factors were positively correlated with affective commitment;affective commitment was positively correlated with job performance and its two factors;affective commitment partly mediated the relationship between organizational socialization and job performance. Other factors of organizational socialization had indirect prediction to task performance and contextual performance through affective commitment except organizational politics.