Study On Employee Organization Relationship From Employees Perspective

Social exchange theory is the basis of this study, in the perspective of social exchange theory, Employee organization relationship is a kind of social exchange between organizational input to an employee and the employee’s contribution to the organization. In the study on employee organization relationship from employees’perspective, I put the employees’understanding and feelings of organizational input as a starting point to study the employee’s contribution. The study involves three variables, including perceived organizational support (POS), organizational commitment and work performance. I put the organizational commitment and work performance as outcome variables, and put the organizational commitment as the Mediator between POS and work performance, Hope that thronging the. research of the relationship between the three variables can show a clear relationship between employees and organizations from the employees’perspective.In the course of the study, first, I have a literature review about social exchange theory, previous studies of employee organization relationship from different perspective and the relevant variables involved in. Then I made a research model and hypotheses. Through the questionnaire survey method, I collected213valid questionnaires. The date analysis was run though the software of spss15.0and AMOS17.0.we get conclusions as follows:(1)Perceived Organizational Support (POS) has strong correlation with organizational commitment. Affective Commitment and Normative Commitment has strong correlation with Task Performance, Interpersonal Facilitation and Job Dedication.Continuous Commitment has almost no correlation with Work Performance(2)Affective Commitment can mediate the relationship of POS and Task Performance, Interpersonal Facilitation and Job Dedication; Normative Commitment can mediate the relationship of POS and Interpersonal Facilitation.After the conclusion, I made a number of management recommendations, for example, let employees fully aware of the nature of the employee organization relationship; strengthen the Perceived Organizational Support (POS) and Affective Commitment of employees. In the course of the study, I also found a number of inadequacies, such as the choice of variables in the study, the choice of the study sample, the choice of object of related scale. I hope these can be improved in the future Study.