Research On The Contextual Performance Of Human Resource Professionals Upon The Organization Identification

With the rapid development of knowledge-based economy, human resource management hasbecome one of the most important tasks of management, which means the human resource departmenthas been pushed forward to face more and more challenging requirements. For human resourceprofessionals, who constitute the human resource department, their job performance determines theperformance of the human resource management of the whole entertainment. In this case, thecontextual performance, which occupies large portions of the job performance of human resourceprofessionals, is getting more and more important.After the theoretical analysis of organization identification and contextual performance, thispaper finds the potential relationship between them and boldly assumes that there exists significantpositive correlation between them. On the basis of analysis of the dimensions and influencing factorsof organization identification and contextual performance, this paper constructs the theoretical modelof the research on the contextual performance of human resource professionals upon the organizationidentification, and gives5research hypothesizes.Based on drawing lessons from predecessors for questionnaires of organizational identificationand the contextual performance, this paper designed its own questionnaire and released them inmainland covering east China, south China, southwest China and north China regions, getting435effective feedback answers. Through the mathematical statistics analysis by SPSS17.0and AMOS,this paper proves our hypothesizes are correct, it concludes that the organizational identification andits three dimensions, namely the cognitive identification and evaluation identification and emotionidentification, all have positive influence for contextual performance, and further improves andperfect the theoretical model in this paper.At the end, the paper gives a series of countermeasures and recommendations about how toimprove the contextual performance of human resource professionals by improving theirorganizational identification on the base of our research results, and gives the future of this topic aftergiving summaries and existing limitations of this paper.