Research On The Relationship Among Perceived Organizational Support, Self-efficacy And Adaptive Performance

The modern organization working staff can confidently manage work taskspecificity and variability, in order to better adapt to the workplace and theenvironment changes, therefore, the research on adaptive performance receivedincreasing attention at home and abroad. The so-called adaptive performance refers toa dynamic environment, facing the uncertainty and unpredictability, people within anorganization, community to change and situation of positive response, to adapt toorganizational change request, enables individuals and organizations to ensure evenimprove the performance．At present, most of scholars for adaptive performance research focuses onadaptive performance influence factors research, and for the environment,organization or individual variables and adaptive performance is relatively small, thisstudy hopes through empirical research, explore the environment variable, individualvariable and adaptive performance relationship.In this study,332employees as the research object, the present study through theliterature analysis, questionnaire survey method to collect data, using factor analysis,correlation analysis, variance analysis and regression analysis and other methods ofdata processing. On the sense of organizational support, self-efficacy and adaptiveperformance of the relationship between the three, and the analysis of self-efficacy inthe perceived organizational support and adaptive performance mediating role．In thesame time, this paper also analyzes the perceived organizational support, self-efficacyand adaptive performance in demography variable differences.The main conclusions are as follows:First, perceived organizational support on adaptive performance and itsdimensions have positive prediction.Second, self-efficacy on adaptive performance and its dimensions have positiveprediction.Third, self-efficacy on perceived organizational support and adaptive performanceand the relationship between each dimension plays an intermediary role. Wherein, self-efficacy on perceived organization support and adaptive performance and culturaland interpersonal promotion, pressure and emergency treatment of two dimensionsand the relationship between mediator effects, at the same time, self-efficacy onperceived organizational support and job of continuous learning, innovative problemsolving two adaptability performance dimension has full mediating effect.In fourth, employees’ perceived organizational support, self-efficacy and adaptiveperformance in different demographic variables of differences.At last, summarizes results and shortages of the study and gives someexpectation of relative studies in the future.