Research On The Relations Of Work Attitude And Job Performance Of The Different Employment Status Institutions Staff

Now reform and development of personnel system and the preparation of management of Chinese institutions is not synchronized. Not only the preparation is manufacturing employment discrimination, but the appointment of the negative impact caused by staff leaving and the phenomenon of the increase in cases of personnel disputes, and further brought great difficulties to the personnel system reform. The health care industry, for example, with the last two years, increasing demand for the staff shortage, which in succession to recruit a number of supernumerary staff, such as medical personnel, and workers and service personnel. Multiple identities coexist, such as the formal establishment, contracted employment, temporary, which inevitably will result in variety of assessment methods and pay scales causing great inconvenience. Additional staff and supernumerary officials have compiled a large gap between the treatment, such as wages and benefits, learning education, management and use. But these benefits are not the working conditions of the supernumerary. Whether the absence of the same benefits or not impact on work attitudes and job performance of the additional staff. This inevitably led to reflection of the way of appointment of institutions by academic researchers. If there are differences and correlation within work attitude and job performance of additional staffs and supernumeraries? Whether work-related rights should be guaranteed, while asking them to create a higher level of service quality?This study selected three public hospitals, some staff of which had been census, the staff is divided into the additional staff (formal preparation) and supernumerary staff(contracted employment of preparation), for exploring the different in staff of different employment form and correlation of work attitude and work performance. In this study, in accordance with the actual employment patterns, variables of this study include the three categories of employment patterns, work attitude and job performance, the work attitude is divided into two dimensions of job satisfaction and organizational commitment, and job performance is divided into two dimensions of task performance and contextual performance. Hypothesis based on relevant literature and validated through empirical research. This study questionnaires were distributed and delete the invalid ones, for a total of150valid questionnaires, the recovery was75%. This study adopted the way of questionnaire survey and analyzed using SPSS statistical software scale data statistics. The results showed:(1) Job satisfaction and organizational commitment of institution staffs was positively associated with related performance and task performance.(2) Job satisfaction and organizational commitment of additional staff is higher than which of the supernumerary staff.(3) Task performance and associated performance of additional staff is less than which of supernumerary staff.