Research On The Impact Of Post-90s Employees Followership On Job Performance

With the advent of the era of knowledge economy and cloud computing,organizations are faced with greater uncertainty inside and outside,traditional companies are dominated by leaders,and followers play an increasingly important role in the enterprise.The views are gradually recognized by the academic and business communities.At present,the research on followership is still in the stage of theoretical discussion.There are few studies on the relationship between followership and employee performance,especially the exploration of the mechanism of action between the two.At the same time,post-90 s employees have different values and work attitudes from employees of other ages because of their particularity of growth environment.On the one hand,they have high education and strong innovation ability;on the other hand,they have strong rebelliousness and dare to question leadership and low loyalty to the company.That brings new management challenges to the enterprise.Therefore,this paper is based on the post-90 s employees,to explore the impact of followership on their work performance and the intermediary role of emotional commitment.This study mainly used the post-90 s employees of Beijing-Tianjin-Hebei as the survey object,collected 312 valid questionnaires,and used the exploratory factor analysis and confirmatory factor analysis methods to correct the followership,emotional commitment and work performance scales and reliability and validity.The test,followed by descriptive analysis,correlation analysis and regression analysis to explore the relationship between followership,emotional commitment and job performance,and use the Sobel Test,Bootstrap two methods to test the mediation effect model.The research results are as follows:(1)The level of education and working years will affect the level of followership of employees after 90 years,while age,gender and job position have no effect on the follow-up of 90 employees.(2)Followership and its five dimensions have a significant impact on emotional commitment.(3)Followership and its five dimensions will have an impact on job performance.(4)Emotional commitment plays a mediating role between followership and its five dimensions and job performance.Finally,the author puts forward management suggestions on the two levels of employee follow-up and emotional commitment after the company is promoted to help the company better manage the post-90 s employees,improve their work performance,and promote the development of the company.