Research On The Management Of Employee's Contextual Performance Based On Organizational Commitment

With the advent of knowledge economy age, companies are facing increasingly fierce competition. In order to meet the challenges and keep competition, many companies have to make an important adjustment for strategy and operation. The adjustment for strategy led to changes in the relationship between employees and company. Organizational commitment is the attitude to a company of an employee, and contextual performance is the work behavior; attitudes affect a person's work behavior. Based on the research on how organizational commitment organizational commitment affects employee's contextual performance, we can get the present condition of the employee's and predict the employee's contextual performance level. That can provide huge theories value and practical meaning for companies to strengthen human resource management, handle the relations between employees and companies to reduce brain drain, attract and retain good employees.At present, the relationship between organizational commitment and contextual performance has attracted the attention of both the domestic and foreign scholars, but the causality of which has never been a relatively consistent conclusion. Besides, most domestic scholars researching the relationship of them adopt qualitative analysis method, and demonstration method is rarely adopted. Therefore, based on the study of theories of organizational commitment and contextual performance, the paper builds up a model which describes how the organizational commitment affects employee's contextual performance. Then it makes use of demonstration method to study farther how the organizational commitment affects employee's contextual performance through 235 employees from banks, insurance companies, auto 4S shops and so on.The paper makes use of variance analysis, correlation analysis and regression to analyzes the questionnaire data, and get conclusions as follows :(1) Demographic variables and organizational variables markedly affect organizational commitment and its three dimensional differently;(2) The employee's organizational commitment is significant factor 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's affective commitment and normative commitment make notable influence on his working dedication ,but continuance commitment doesn't make influence on it. The innovation points of this research are show below:First, for the past, research on the relationship between organizational commitment and contextual performance was in west context, and the mainland main research of which is not long. The paper research how the organizational commitment affects employee's contextual performance in china context, which is a development of precious related studies.Second, the paper builds up a model which describes the relationship along the demographic variables and organizational variables, organizational commitment and contextual performance. The research of previous scholars mainly based on the relationship between organizational commitment and contextual performance. The paper analyzes how the demographic variables and organizational variables affect organizational commitment, and based on which proposes how to increase employee's contextual performance through improving their organizational commitment.Third, the paper divides organizational commitment into three dimensions which are affective commitment, continuous commitment and normative commitment, divides employee's contextual performance into two dimensions which are interpersonal promotion and working dedication and builds up a model which describes how the three dimensions of organizational commitment impact the two dimensions of employee's contextual performance.The research on the relationship between organizational commitment and contextual performance is not long in china. Although this paper does some research on the current situation of organizational commitment and contextual performance, and builds up a model which describes how organizational commitment impacts employee's contextual performance. However, the research of this topic should be considered in extensive aspects and lack of time, experience and so on, many questions should be studied further.