A Research On Relationship Between Achievement Motivation And Contextual Performance About Financial Staff

Human resources management have been dramatic change after mankind enters the21st century, employing organizations concerned about human exposure from the experience, skills and gradually turn their attention to human motivation, knowledge, attitudes and values of the inspection. Generally,scholars agree that contemporary management skills and experience can be accumulated by training and working time, but the attitudes and values are gradually growing in the life which is difficult through the limited training and teaching to change. In this paper, the achievement motivation and contextual performance is the other way around in the current cross-frontier zone study of psychology and management, motivation determines the strength of a person’s work effort; as an act, process performance, contextual performance is likely to receive a personal motivation.As used Empirical research methods in this article, I hope to reveal the financial employees’s relationship of through achievement motivation and performance,and what kind of impact has been. Human resource managers how to improve their own work, so as to enhance employee motivation and achievement around the performance in the future.The study first reviewed the development of achievements motivation and contextual performance, then through further analysis of literature and to explore between achievement motive and contextual performance as the predecessor’s research achievements, determining the selection of the material and scale at last, sorting and distribution through the scale collected167valid questionnaires were conducted by SPSS software for data analysis, the final results of the analysis presented for generating the reasons for these results and the future work for appropriate recommendations for improvement.This study concluded that:(1) achievement motivation and contextual performance showed significant positive correlation, but due to the dimension around the division of interpersonal performance and work to promote two levels of dedication,,not two factors of achievement motivation have a significant positive correlation;(2) there was significant positive correlation between achievement motivation and job dedication, and the final coefficient of45.8%;(3) no significant correlation between achievement motivation and interpersonal promote, that is an all occasion to promote behavior does not depend the strength of their achievement motivation, but other factors at work. Finally, the conclusions of the study from the proposed career planning, career development construction, the establishment of broadband differential pay system and general training system, do the job analysis and evaluation of motivation to improve work processes and other methods to control the impact of achievement motivation and contextual performance, in order to improve contextual performance through training achievement motivation.