Analysis About Employee Job Performance Based On Different Patterns Of Employment Relationship

With the transformation of industrial structure and the enterprise face the complicated market environment,employment relationship pattern began to change.Scholars in view of the employment relationship model,the relationship between performance and employment relationship model are discussed in this paper,but different employment relationship mode what factors directly affect performance has not been fully studied.Study of the relationship between organization and employee is the main theoretical framework of employment and the employment relationship model.Employment relationship changes not only change the employment relationship theory connotation,also makes the employment relationship model between organizational performance and more mysterious "black box" problem.In this context,this article from the perspective of employers,employees,the different employment modes,emotional commitment and organizational support,on-the-job stability,impact on employee job performance.This article first to the employment relationship model,organizational justice,emotional commitment and on-the-job stability has carried on the system theory review;Second,on the basis of theoretical and empirical studies,the emotional commitment,on-the-job stability,organizational justice into the employment relationship in the process of the impact on job performance,explore the influence of the employment relationship to the work performance;Then,on the basis of reference maturity scale at home and abroad,the scale of the design in accordance with this article,zhong huan company,and other employees,after investigation to recycling questionnaire,434,and the questionnaire result validity and reliability analysis;Finally,on the premise of guarantee validity data,by using the statistical software spss22.0 samples for the single factor analysis of variance,correlation and regression analysis,verified the article puts forward the assumption,the conclusion.The empirical results show that:when the company used organization oriented mode,the sample mean in offering incentives and the desired contribution obtained is higher than the average,the employee's emotional commitment,organizational support,on-the-job stability is better than the other three employment relationship models.Because emotional commitment,organizational support,on-the-job stability of performance is significantly positive correlation,therefore organization oriented to employee performance.When companies provide incentives and contribution of below average,employees' emotional commitment level,perceived organizational support,four patterns of the lowest on stability.And finally,the paper points out research and put forward the deficiency,for perfect.