The Research On The Relationships Between Perceived Organizational Support And Contextual Performance In The State_Owned Enterprises

With fierce market competition and the rapid development of new technology, global economic model is in transition. How to save the competitiveness of the state-owed enterprise in the intense global markets, level off social economic and political function became a big problem for high-level organization managers in state-owned enterprises. But all of reform, transformation have launch improving organizational performance.Since1993, Borman and Motowidlo put forward the concept of relevance performance. Organization managers began to pay close attention to the contextual performance rather than task performance. Contextual performance is some individual spontaneous actions outside of core technology, and these behaviors are beneficial to organizations and others. In addition to completing good staff job, employees will spontaneous use some positive human behavior to achieve organizational goals for organization. In China, the role of state-owned enterprises contextual performance appears more important. So this paper will research contextual performance of the state-owned enterprise employees, and hopes to find a better suitable ways and means for improving the contextual performance of state-owned. In order to improve employees’enthusiasm, organization will need to let employees feel the support from organization. In this paper, the relationship of organizational support and contextual performance is researched. The first research hypothesis is proposed that organizational support and contextual perfonnance are significant positive correlation.It is a more subjective concept that Employees perceive the concern and support from the organization. It is closely related to the employees’personal work values. So the role of work values in organizational support and contextual performance is researched. Work values which belong to values are the personal values in working. Because of the individual differences, different individual understandings are difference for organization and support from organization. And these will certainly affect the contextual performance of individual employees. Thus, organizational support, work values and contextual performance have certain relationships between the three of them. What role do work values play between organizational support and contextual performance? This paper puts forward the second and third research hypotheses:organizational support and work values are significant positive correlation; work values and contextual performance are significant positive correlation. The paper thinks about the function of work values in organizational support and contextual performance. So the last research hypotheses are put forward:work values play intermediary function in organizational support and contextual performance.This paper puts forward the theoretical model:work values are mediator, organizational support is independent variables, and contextual performance is dependent variables. Organizational support is divided into work supports, care interests and employee value; work values are divided into working relationship, salary treatment, growth, working conditions and value; contextual performance is divided into interpersonal facilitation and job dedication.Through an empirical research, the four research hypotheses proposed are verified:organizational support and contextual performance, organizational support and work values were significant correlation; work values and contextual performance also show significant correlation, but it is relatively small than before both. At the same time, data show that most of the five dimensions in work values play the role of partial intermediary by regression analysis. The mediating effect of salary treatment is not significant in interpersonal facilitation dimension of contextual performance; the mediating effect of growth and value is not significant in job dedication dimension; the mediating effect of the rest factors is significant. Overall, work values play a role of mediator between organizational support and contextual performance.Based on above study conclusion, this paper gives some management advice:(1)Performance is promoted by means of rising organizational support. This paper found that employees feel that caring for benefit from organization is more than others, however, employees feel organization concern and assist task of person less than they hope. State-owned enterprise managers can inspire identity of employees by means of helping difficult of employees in work timely, arranging individual to the best suitable position and so on. When identity of employees is rising, performance is also soaring.(2)Establishing good interpersonal atmosphere should be taken seriously.The cultural differences between the west and the east lead to the differences in management mode between the east and the west.Relationships are a major feature of Chinese culture. How to keep harmonious interpersonal relationship is the most important part for contextual performance.As follow innovative points of this paper is:(1)According to this study, the author proposes a theoretical model.Theory model is that organizational support which is viewed as variable, work value which is viewed as mediator, contextual performance which is viewed as dependent variable. This theoretical model can enrich the research of human resource management.(2) The study is conducted in the state-owned enterprises.The current theory on the organizational support is mostly carried out under the West, because of culture differences, organizational support of employees and work value of individual is different.This will be a meaningful exploration between organizational support and contextual performance in state-owned enterprises.