An Empirical Study Of The Influence Of The Employee's Organizational Commitment's On The Contextual Performance

Organizational commitment is an important concept organizational behavior. It affects the employee's work attitude and performance, so it is very important to the development of the organization. Based on the studying on how organizational commitment affects contextual performance, we can get the present condition of the employee's organizational commitment and predict the employee's contextual performance level. That can provide theories guidance and corresponding countermeasure for business enterprise to strengthen human resource management, so it has huge theories value and practical meaning.Now, domestic study about organizational commitment is still placed in to usher, and the demonstration of organizational commitment is correspondingly scarce. Besides, much of it concentrates in the influence factor of organizational commitment. The scholars still pay attention to the causality between organizational commitment and contextual performance, but most of the study adopts qualitative theories method, and demonstration method is rarely adopted. So there is huge space for the farther study. Herein the paper makes use of Literature analysis, Questionnaire, etc to study the dimensionality composing and the employee's organizational commitment diversity on vital statistics variable. Besides, it also makes use of corresponding statistical method to study how organizational commitment predicts the employee's contextual performance.Based on present theories about the causality between organizational commitment and contextual performance, the paper builds up a model which describes how the employee's organizational commitment affects contextual performance. And it makes use of demonstration method to study farther how the employee's organizational commitment affects contextual performance through 203 employee's questionnaires that are from energy sources industry, manufacturing and finance consultation industry etc. It makes use of analysis of variance, correlation analysis and regression analysis to analyzes the questionnaire data, and get conclusions as follows: (1) The employee's different personality markedly affect organizational commitment differently;(2) The employee's organizational commitment is significant variable which affects contextual performance;(3) The employee's affective commitment and normative commitment make notable influence on his interpersonal promotion, but continuance commitment doesn't make influence on it;(4) The employee'saffective, nonnative and continuance commitment make notable influence on his working dedication.