Research On The Perceived Organization Support And Organizational Identification And Its Impact On The Job Performance

With economic globalization and the continuous development of science and technology, competition among enterprises increasingly shifts from tangible assets to intangible assets up. But whether it is high-end talent competition or advanced technology competition, the growing economic value is the ultimate goal. And it requires employees to continue to create the enterprise performance. The fundamental business survivals from performance improve, and employees are the source for creating corporate performance. So improving staff performance, stimulating employees to consciously service for enterprises and increasing business value of enterprise are the issues managers and academics have been very concerned about.With the organizational support theory being improved and enriched, more and more managers are beginning to focus on the research staff through the organization of perceived organizational support to measure the extent degree of concern for employees. From the perspective of social exchange theory, it does not just emphasize the organization’s commitment to employees, but rather focus on bidirectional commitment to organizational support provided to the employees work, the value of the identity and interests of concern. This study is based on the organizational support of the relevant theory to explore the corporate organizational support on job performance impact mechanism.At the same time, the organization theory has also been recognized and paid close attention by researchers. By this theory, scholars have found that in the past scholars focus too much on a number of other variables on job performance, ignoring the organizational identification is an important role on job performance. With the growing wealth of study abroad, the domestic research in this regard is also increasingly expanded. How to improve employees’organizational identity, motivate employees more in-depth into tissue and make them work harder has become the managers’burden of daily work content. So this article is aimed to explore the corporate organizational support on job performance, while for the first time into the employee’s organizational identity research, and through in-depth analysis and mediation role model visits, to discuss organizational identification and organizational support intermediary role between job performance.In this thesis, the Beijing-Tianjin region selected designers construction industry as the research object, as a class of knowledge workers tiny groups, he has its own characteristics, in addition to a higher professional skills outside the working methods and the nature of the existence of certain particularity. In this type of group for the study is to investigate the organizational support and organizational identification on job performance impact from the perspective of a more microscopic analysis of the relationship between the three variables, as well as this kind of industry executives to provide reasonable human resources management recommendations.The content of this study is roughly summed up in three parts. The first part explains most of the major research background and significance, research methods, and variables related basic theory review. We draw the unique line of research and ideas on the basis of the formation. The second part is through the majority of empirical research and analysis to investigate the performance factors of construction industry designers. The specific steps are as follows:Through the organizational support, organizational identification and job performance related to the relationship between theory and collate documents and materials to construct construction industry designers work performance and perceived organizational support, organizational identification between the model and make relevant hypotheses; utilization SPSS20.0statistical analysis tools such as data obtained from the questionnaire were analyzed to explore the organizational support, organizational identification and employee job performance and impact, so as to determine the true impact of job performance factors. The third part summarizes the conclusions of this study, and on this basis we propose to make some advice to improve the construction industry designers work performance, and make sure a clear direction for future research.Combined research findings, we propose to consider two aspects to improve staff performance. Firstly:to improve performance by increasing employees’ organizational support. Managers can improve organizational support of employees, so that employees perceive more care and recognition from the organization, staff will exhibit more behavior conducive to development of the organization, as the performance of the organization to provide more opportunities for growth. In the specific operation, as the construction industry, managers should focus on employees’working and at the same time they should concern about the life of the staff and their personal growth needs. Secondly, we can enhance employees’job performance by increasing the sense of identity. First, to strengthen corporate social responsibility in the management process to fulfill more social responsibility, will make employees into the organization’s culture, organizational fate and accept organizational value. Reflect the high degree of recognition of the organization. The second propose is to establish a good corporate image and make a positive evaluation. Enterprises should reflect fairness, prevent unfair treatment of employees and discrimination, care for the needs of employees, discover and solve employees work and the problems of life, so that employees feel that they are part of the organization, they can feel they are proud members of the organization. If the company can win the trust of employees from the psychological, they will make the employees actively work hard to achieve personal development and organizational development of win-win situation. Finally, companies should try to meet the psychological needs of high-level employees. Companies should provide employees with reasonable career plans and give their employees the right jobs. They should have the ability to provide employees the ability to play space. Through these measures, employees will have a high degree of organization identification, so they will consciously provide high quality services to better improve job performance.