The Study On The Relationship Between Career Calling And Contextual Performance

With the development of the Internet,big data and sharing economic and the intensified competitions of worldwide economics,enterprises are facing increasingly grim economic situation,in which playing the advantages of human resources is an important task of enterprise.With the progress of the research on job performance,scholars found that the employee's performance is not limited to the task performance,the behavior,named contextual performance,which is task independent,but conducive to enterprise performance,has a very important effect on the future development of enterprises.Research has shown that contextual performance contributes to promote the communication among employees and the completion of staff tasks and improve their job performance.And the personal traits play a decisive role in their contextual performance level.Nowadays,employees think highly of whether the profession meets their inner pursuit when choosing a career.When employees are engaged in their work of a strong sense of calling,they will invest more in their job for the love,which result in organizational attachment,subsequently they would do something benefit to the companies,which improve the contextual performance.Based on this,this paper constructs a relationship model between employee career calling and contextual performance,and adds organizational attachment to the model to explore the mediating role of organizational attachment between the two.This article is divided into five sections.The first section introduces the research background,research meaning,innovation,research methods and the framework of this paper.The second section reviews the domestic and overseas research on career calling,contextual performance and organizational attachment,which is foundation to put forward the follow-up theoretical model.The third section introduces the research design.The fourth section is the process of empirical analysis with SPSS22 and AMOS21.The last section is the conclusion of this paper,and it puts forward some guiding ideas for the practice of enterprise management according to the empirical results,and points out the shortcomings of this research and future direction at the end of the article.This paper draws the following conclusions:(1)Career calling can significantly predict the contextual performance and its dimensions.Employees who have a strong passion and desire for their own jobs will increase their beneficial off duty behavior.(2)Career calling has a positive correlation with organizational attachment and its dimensions(including affective commitment and turnover intention).Employees' intense feelings about work can be transferred to a sense of attachment to the organization.(3)Organizational attachment has a significant mediating role in the relationship between career calling and contextual performance and its dimensions.(4)Affective commitment has a partial mediating role in the relationship between career calling and contextual performance,but the mediating effect of turnover intention was not significant,indicating that career calling affects contextual performance mainly through the function of affective commitment.The possible innovations of this paper are as follows:firstly,the study of the relationship between career calling and contextual performance is a new direction of career calling research,and it contributes to enrich the antecedents5 research of contextual performance at the same time.Secondly,taking organizational attachment as the mediator is a new perspective to explain the relationship between career calling and contextual performance.Thirdly,the research on career calling has just started in China.This paper who takes Chinese employees as samples to explore the relationship between career calling and contextual performance can enrich the localization research of career calling.There are still some,limitations in this paper,such as the single form to collect the questionnaire,a certain degree of aggregation in the sample,and not very perfect sample for all samples;and the design of the questionnaire may make the people avoid the disadvantages while filling volumes,which lead to ineffective data.As to the measurement,there is still impossible to rule out the possible errors of the scales even though we had chosen the scales with high reliability and validity and the scales which are widely applied.The researchers can improved the study by expanding the sample size,using multiple methods to collect the research data,considering more influencing variables which maybe influential,and building more applicable models in the future researches.