R & D Staff Perceived Organizational Support To The Performance Process Model Research

As the arrival of knowledge economy, R&D professionals are playing a more and more important role in companies. In the time which is speedy changing, technical innovation has become one of the most effective choices for enterprises to win in the global competition. As being the principal and core strength in the technical innovation, the performance of R&D professionals is so crucial that it determine the effectiveness and efficiency of the innovation activity. So, in order to gain competitive advantages, how to supply necessary supports to the R&D professionals, how to maintain a good relationship between the R&D professionals and their enterprises, and how to improve R&D professionals' performance which will finally enhance the performance of the whole organization have become the topic for most enterprises.Up to now, the research of R&D professionals in this field is relative lacking, especially in China.On the basis of such a background, this study took R&D professionals as the research object and discussed the influence process of perceived organizational support on performance. Firstly, the study reorganized relative literatures and pointed out the development trends of some important concepts, including perceived organizational support, psychological contract violation, leader-member exchange, communication climate and performance. Secondly, basising one frame of reference and some relative empirical studies, the study took psychological contract violation as the mediator to explore the influence process of perceived organizational support on performance; meanwhile, the study took leader-member exchange and organizational communication climate as two moderators to explore their effects of the process respectively. Finally, through the statistic analysis of 206 respondents from R&D professionals, the theoretical model and hypotheses had been testified, and the following are the conclusions:(1) Perceived organizational support has a significant positive effect on the R&D professionals' performance, which includes the task performance and the contextual performance. The result testified the former scholars' judgment of the relationship between perceived organizational support and the performance. Specifically, the higher the perceived organizational support is, the better the R&D professionals' task performance and contextual performances are.(2) Psychological contract violation has a significant negative effect on the R&D professionals' performance, which includes the task performance and the contextual performance. The result testifies the former scholars' judgment of the relationship between psychological contract violation and performance, and makes the research of psychological contract violation's effects more fruitful. The higher the psychological contract violation is, the lower the R&D professionals' task performance and contextual performances are.(3) Perceived organizational support has a partial effect on R&D professionals' performance through psychological contract violation. That is when the perceived organizational support changes, on one hand, it will directly influence the R&D professionals' task performance and contextual performance, and on the other hand, it will indirectly influence the R&D professionals' task performance and contextual performance through psychological contract violation. By far, this study takes psychological contract violation as the mediator to explore the causality of the relationship between perceived organizational support and performanc for the first time. And the result indicates that companies should pay speciall attention to psychological contract violation while controlling the R&D professionals' perceived organizational support.(4) When the R&D professionals have a high evaluation of the organizational communication climate, comparing with a low evaluation, the negative effect of psychological contract violation on R&D professionals' performance will be weaker. This study discussed the compensatory role of communication climate in the remedy research of psychological contract violation for the first time.This makes the work of the psychological contract theory more fruitful, and the examined results supply some measures for companies to deal with the contract violation of the R&D professionals, which may be of great help for keeping a well employee-organization relationship.