Research On Effects Upon Employee Performance Of SOEs’ Internal Relationships

Corporate interpersonal refers to all members of the enterprise, in the same group ordifferent groups of mutual understanding, mutual exchange and the formation of apsychological relationship, this kind of psychological relationship is long-term, and withobvious emotion. Enterprise relationships are constantly changing, with the development ofenterprises and the change in an enterprise and harmonious interpersonal relationships topromote the continuous development of enterprises, and performance improvement, studythe internal relationships, understand their effects on employee performance impactmechanism to help managers develop appropriate measures, interpersonal motivateemployees for business services, to enable enterprises to be sustainable development.In the actual course of business, the relationships between employees disharmony willaffect the work, the long-term effects of the planned economy, state-owned enterprises in thecomplex interpersonal relations, this situation is very common. Many employees on thesurface have a greater contradiction with colleagues, but not harmonious relationshipbetween the impact of the exchange of information and communication, can not work verygood with a direct impact on the efficiency of the staff also have a greater impact and resultsof the work, performance and good corporate culture formation. Therefore, on this issue, toactual internal interpersonal employee performance mechanism is conducive to identify thecauses, effective measures to find a solution.In recent years, domestic and foreign scholars interpersonal enterprise growing concern,but not yet incurred on relationships is subject of how it affects employee performance,unified, clear conclusions. Internal relationships and employee performance, staff attitudeand ability to work as an intermediary variable, Analysis of internal interpersonal employeeperformance, clear relationships within the enterprise by influencing employees workattitude and ability to work, and thus affect its performance for the enterprise internal how topromote the improvement of employee performance through the establishment of aharmonious, good interpersonal reference. The main conclusions of this study are as follows:By reading literature, learn from scholars on the research results of the internalrelationships and employee performance, and identified five dimensions of interpersonal areclosely extent, recognition, trust, shared vision, the environment, these five factors as internal interpersonal measure; identified three indicators to measure employee performance,the results of the work, the work of innovation and staff dedication, measure employeeperformance quality, innovation and contribution to the enterprise; proposed work attitudeand ability to work two mediating variables.This paper confirmed the internal relationships-work attitude and ability to work-therelationship between employee performance, and empirical analysis to explore the fivedimensions of the internal interpersonal work attitude and ability to work, studywork-attitude and ability to work on employee performance three dimensions (the results ofthe work, innovation and employee dedication), thus contributing to the increase in theenterprise managers focus on interpersonal relationships between internal staff.According to the results of this study, the author respectively internal interpersonal fourinterested in employee performance impact dimension, a specific strategy for theimprovement of interpersonal relationships within the enterprise, including the closeness ofthe increase in staff, increase employees of between the recognition and trust, build sharedvision, some companies hope to help improve our relationships and improve theperformance of the enterprise.