The Impact Of Employees’ Muti-foci Loyalties On Performance

Employees’ loyalty has always been a topic of the academic and theoretical concerns.As the change of social environment, the staffs’ loyalty has changed, and futher affectedtheir attitude, behavior and performance. Most studies have focused on the positive effectof loyalty. However, the concept of employee loyalty is pointed to several objects, and thetargets of different objects may not always be consistent. The loyalty to a particular objectmay damage the interests of the other objects, and is bad for the organization.For the research purposes, the emoployee loyalty in this paper was divided intoloyalty to organization, loyalty to supervisor and loyalty to profession. We discussed thechanging rule of the new generation employees’ loyalty in modern organization, and builta negative prosocial organizational behavior scale to measure negative pro-social behaviorin the organization. Then we investigated the dominant effect and the interactive effect ofmulti-foci loyalities in the process of influencing the employees’ job performance andnegative prosocial organizational behavior, as well as the mediation effect of the negativeprosocial organizational behavior.191valid questionnaires were colleceted to explore the relationships among themulti-foci loyalities，negative prosocial organizational behavior and the job performance.Through the data statistics and analysis, the results showed that:（1）Compared to theprevious generations, the new generation employees tend to show lower loyalty toorganization, lower loyalty to supervisor and lower loyalty to profession;（2）Employee’smulti-foci loyalities have positive effects on job performance, among them loyalty tosupervisor occupies first place, loyalty to organization and profession loyalty to second;（3）The negative behaviors are actually existing in the organization, and they willproduce negative prediction function to their job performance;（4）Employee’s multi-fociloyalities have direct and interactive effects in the process of influencing the negativeprosocial organizational behavior, and will futher affect their job performance.Finally, this paper analyzed and summarized the research conclusion, and proposedsome advices to management practice（.1）The organization should know the loyalty status of new generation of staff, and take corresponding measures;（2）The organization shouldbe aware of the positive role of career loyalty to job performance, and try to raise it;（3）The organization should try to make different loyalties consistent goal, thus to have theoverall effect of them. And the research deficiencies and directions for future work wereconcluded in the last.