The Research On The Impact Of Employee-organization Relationship And Its Dimensions On Grass Root Employees' Job Performance

Grass root employees is an important component of enterprise members. The nature of grass-roots employee-organization relationship is critical to an enterprises' survival and development. Using what kind of tools to promote grass root employees' job performance and then improve the overall enterprises' performance, becomes the focus of all enterprises.In such context, this study try to explore how employee-organization relationship and its dimensions-expected contribution & provided inducement influence grass-roots employees' performance. Firstly, we recall the relative research literatures of the employee-organization relationship, organizational justice and organizational trust. Secondly, based on the existing theory and empirical conclusions, this study takes organizational justice, organizational trust as the mediators in order to explore the influence of employee-organization relationship and expected contributions & provided inducements on grass root employees' job performance. Thirdly, on the basis of mature scale and open-questionnaire survey , we recovered 197 valid questionnaires ,and verify their reliability and validity. Finally, using the tools of SPSS & AMOS, the hypotheses have been confirmed, and the conclusions as follows:(1)Employee-organization relationship will predict grass root employees' performance by organizational justice and organizational trust. Using different type of employee-organization relationship, grass root employees can display different level of organizational justice and organizational trust. With changes of employee-organization relationship, organizational justice and organizational trust grass root employees' perceived will change,then further affect their job performance.(2)Organizational justice and organizational trust have significant positive influence on grass root employees' job performance. The study confirmes the former researchers' opinion about the relationship of these three variables. The more organizational justice and organizational trust grass-roots workers perceive , the better their job performance are. (3)If enterprises can provide highest inducements and expectations, grass-roots workers will perceive more organizational justice and organizational trust and they will display higher level of performance .Specifically, when the provided inducements and expected contributions are above median, grass root employees perform best.(4)The enterprises' provided inducements and expected contributions have significant positive influence on grass root employees' job performance, and they have equal importance. Grass root employees pay close attention to what the enterprises provides as well as the expectation of enterprises. Once provided inducements and expected contributions work together, they influence grass-roots workers'job performance greater than works alone.(5)When the enterprises' provided inducements and expected contributions work alone, enterprises' provided inducements can influence grass root employees' job performance by procedural justice. Once enterprises' provided inducements change,they will first affect grass root workers' perceived procedural justice,then further influence their job performance.