Research On The Relationship Between Organizational Commitment And Job Performance Of Employees

The 21st century is the era of knowledge economy.Knowledge has become an important resource for enterprises to gain market competitiveness.If an enterprise wants to keep up with the pace of the times and is not abandoned by the times,it cannot rely solely on capital and natural resources as in the past,but on the knowledge possessed by talents and talents.Enterprises must effectively manage and develop knowledge resources to achieve good performance.The most important link and content in knowledge management is knowledge sharing.The knowledge sharing behavior between employees can folly promote the flow of knowledge within the organization,promote employee communication,improve employee performance,and create greater value for the company.Make the company bold in the fiercely competitive market.However,in reality,whether knowledge sharing behavior occurs is related to employee's organizational commitment to the enterprise.Employees who are highly loyal and sympathetic to the company will actively participate in communication and communication among employees,promote the occurrence of knowledge sharing behavior,and obtain good job performance.Therefore,the research organization's commitment to the specific role of knowledge sharing,and then to analyze the impact on employee performance and corporate performance,is of great significance to the improvement of theory and the application of practice.Therefore,this paper usese empirical research methods to analyze the relationship among organizational commitment,knowledge sharing behavior and job performance.The innovative introduction of knowledge sharing behavior as a mediator explores the relationship between employee organizational commitment and job performance.The analysis steps are as follows:First of all,the author carried out a large number of readings on relevant documents,which is different from previous studies on the organizational commitment of the researchers to work performance.The novelty of this article lies in the introduction of the mediator variable of knowledge sharing behavior.Moreover,the organizational commitment is divided into three subdivided dimensions:continuous commitment,emotional commitment and normative commitment,making the theoretical model of this paper more systematic.Then,because there are many mature related scales in the theoretical research on organizational commitment and knowledge sharing at home and abroad,this paper designs it on the basis of the predecessor's maturity scale,and organizes the distribution and recovery questionnaires.We collected and reached 292 questionnaires for use.An empirical analysis of the collected data shows that:In addition to the normative positive impact of normative commitment on knowledge sharing behavior,sustained commitment,emotional commitment and organizational commitment have a significant positive impact on knowledge sharing behavior;knowledge sharing Behavior has a significant positive effect on job performance;in addition to continuing commitment,there is no obvious role in promoting job performance.Organization commitment,emotional commitment and normative commitment have a significant positive impact on job performance;each research variable is in the personal-attributes of employees.There is indeed a difference in terms of enthusiasm.The enthusiasm of knowledge sharing among employees with higher academic qualifications is significantly lower.Non-management perceptions of organizational comm:itments,sustained commitments,and emotional commitments and knowledge sharing behaviors are lower than those of managers;It is concluded that the knowledge sharing behavior plays a partial mediating role in the employee's organizational commitment to job performance.The knowledge sharing behavior plays a partial mediating role in the effect of emotional commitment and normative commitment on job performance,and the knowledge sharing behavior is continuously committed to The mediating role of job performance is not established.Finally,based on the results of the empirical research in this paper,we can improve the employee's emotional identity with the company,provide a learning platform and development space;create a good working atmosphere,knowledge sharing atmosphere,and scientific and reasonable incentive measures;and encourage employees to actively participate in the formulation of organizational goals.The process of strengthening managers' knowledge of knowledge management and adopting differentiating measures for employees with different backgrounds provides management suggestions for enterprises to promote knowledge sharing behavior and improve work performance.