Research On The Relationship Between Perceived Organization Support,Organizational Identification And Job Performance Of Post-90s Knowledge Employees

With the economic globalization,information network,and changes in China's economic situation,enterprises are facing pressure from spatial competition.Employee performance,as a widely recognized enterprise winning magic weapon,has a direct and decisive impact on enterprise development.Nowadays,information knowledge has become an important element in the development of today's enterprises.Knowledge-based brainpower workers are playing an increasingly important role in enterprises.The post-90 s generation is a rookie force of knowledge employees,and gradually plays a pivotal support role in the organization.In the traditional employment relationship,employees' responsibilities and obligations to the organization are mainly emphasized and less attention is paid to a series of responsibilities of the organization to employees.The sense of organizational support is based on the theory of social exchange.It is the overall awareness and self-confidence of whether employees attach importance to the organization and interest care,reflecting the organization's responsibility to employees.Organizational identification increases the psychological stickiness of employees to the organization.The higher the organization's identification,the more it can prompt employees to make voluntary behaviors and decisions that are beneficial to the organization.It will also help employees to improve their work performance.Faced with the post-90 s knowledge workers,a group that plays an increasingly important role in the company,what kind of relationship does the organization support,organizational identity and employee work performance have,do organizational support and organization identity have a positive impact on employee performance,What measures should enterprises take to improve the work performance of post-90 s knowledge workers are the three key questions of this studyBased on the previous theories and combining related literature,this article puts forward the hypothesis of relationship between organizational support,organizational identity and employee performance.This paper divides the sense of organizational support into threedimensions: job support,value identification and interest care.It studies the relationship between organizational support and its three dimensions,organizational identity and employee work performance,and the relationship between task performance and relationship performance.In order to support the idea,this paper uses an empirical research method to collect online questionnaires based on the work performance of post-90 s knowledge workers as the research topic.329 valid samples were obtained.SPSS24.0 was used to analyze the reliability and accuracy of the collected data,and correlation regression analysis was performed to test the proposed hypotheses.The research results show that organizational support has a positive effect on both organizational identity and job performance.Organizational identity has a positive effect on job performance.Organizational identity plays a part of the mediating role between organizational support and employee work performance,task performance,and relationship performance.After that,based on the empirical research conclusions of the thesis,several reasonable suggestions were made on how to improve the work performance of post-90 s knowledge workers.Finally,it objectively analyzes the shortcomings of this research and looks forward to possible future research points.