An Empirical Study On The Relationship Between Work Value And Contextual Performarice

In the era of knowledge economy, if the company wants to be in the forefront of the industry, the enterprise should have a unique competitive advantage. The competitive advantage must rely on human resources. These human resources put their advantages into the work, then it can create value for enterprise. How to use the advantages of their employees effectively, which requires enterprise’s managers to understand the employees’ work values, manage the staff effectively and provide good working environment for employees in order to get higher performance. So it also can help enterprises to improve the competition advantage. In the performance, except task performance, contextual performance also plays an important role in the enterprise. But from the view of the current research results, previous studies have focused on sociology, pedagogy and psychology.In the aspect of management, they only have done a little. The domestic and foreign scholars study on work values and many variables. They include leadership style, organizational commitment, turnover intention, organizational behavior and stress of work, organizational support and job involvement, etc. A few studies do the research about the relationship between.work values and contextual performance., this thesis builds the model of work values and contextual performance and takes organizational identification as intermediary variables. It wants to prove that the work values can exert the impact on the contextual performance directly, at the same time, it also can exert the impact on the contextual performance via the organizational identification.This thesis consists of four parts. The first part is introduction. It will introduce the background., purpose and significance of research. Then it presents the methods and ideas, framework and the possible innovations of this paper. The second part is literature review. It will introduce the work values, organizational identification and contextual performance. In the last part, it will introduce the relationship between work values, organizational identification, and contextual performance. After making the evaluation to the current research, it provides theoretical support for this study. The third part, it will introduce the relationship among the contextual performance, work values, and organizational identification. First of all, on the basis of literature review part, employees work values is the independent variable, organizational identification plays as intermediary variables, contextual performance is the dependent variable. Then it puts forward the theoretical model and research hypothesis. Secondly, it uses the mature scale and collects, analyzes the data. Finally, it will use SPSS19.0software to analyze the relationship among contextual performance, work values and organizational identification. The fourth part is the research conclusion. On the basis of the above empirical analysis and empirical test, it draws the conclusion and put forward the corresponding measures. It points out the deficiency of this article and research prospects.This essay draws the conclusion in the following part. There is a significant correlation among work value, organizational identification and contextual performance. Firstly, work value has the relationship with organizational identity, namely, the comfort and security, rights and growth, status and independence have the positive relationship with organizational identity. The Organizational identity has a significant positive correlation with the contextual performance. The employees’ work value has the positive correlation with the contextual performance. The comfort and security, rights and growth, status and independence have the positive relationship with interpersonal promotion. The rights and growth, status and independence have the positive relationship with work dedication. Secondly, the organizational identification plays a mediating role in the relationship between the contextual performance and work value of employees. From the analysis, after putting the organization identification in the model, the relationship between the dimensions of work value and interpersonal promotion has become no longer significant. The relationship between the dimensions of work value and interpersonal promotion become less. So it shows that the organizational identification plays a mediating role in the relationship between the contextual performance and work value of employees.The innovation of this study point mainly include the following, firstly, it clarifies the relations among work value, organizational identification and contextual performance. The comfort and security, rights and growth, status and independence have the positive relationship with interpersonal promotion. The rights and growth, status and independence have the positive relationship with work dedication. In the future, the managers can find the corresponding measures from the conclusions and help the company to obtain the advantages. So the research has the theoretical significance and practical values. Secondly, it finds that the organizational identification plays a mediating role in the relationship between the contextual performance and work value. It put the organizational identification in the model of contextual performance and work value. From the analysis, the work values can exert the impact on the contextual performance directly. After putting the organizational identification into the model, their relations become no significance. So, the work values can exert the impact on the contextual performance directly, at the same time, it also can exert the impact on the contextual performance via the organizational identification.