Study The Influence Of Perceived Organizational Support On Job Performance

Perceived organizational support is an overall perception and belief refers to the staffof the organization how to treat their contributions and cares about their interests.Organizational Commitment is also known as "organization belonging" and"organizationloyalty", which generally refers to individual identity and to participate in the strength ofan organization. It is different from the work of individuals and organizations signed theterms of tasks and roles of the contract, but a "psychological contract ", or "psychologicalcontract ", is to connect the relationship between employees and the organization of abond. Perceived organizational support affect organizational commitment, organizationalcommitment to a certain extent affect job performance, while performance is simply thesurvival of an enterprise.This study, perceived organizational support, organizational commitment and jobperformance as the research object, Based on the review of previous studies in this respect,constructs the influence model of perceived organizational support on organizationalcommitment and organizational commitment on job performance. And then, there areestablished scale of the perceived organizational support, organizational commitment scaleand job performance scale. On the relationship between the studies and survey theliterature on organizational commitment to the relationship between job performance, theywere researched further. This study uses SPSS tatistical analysis software to testtheoretical models and assumptions. Analysis results showed that the three Perceivedorganizational support factors have significant positive correlation. The influence betweenthe narrow sense of Perceived organizational support on organizational commitment isstrongest, followed by the Members to support the sense of feeling and superiorsupport.Organizational commitment and job performance of the three factors had impactsthe dedication to the work greatest, followed on task performance and interpersonal promotion. Three factors of perceived organizational support and job performance of thethree factors were positive correlation, the relationship between organizationalcommitment on the relationship between the perceived organizational support and jobperformance play a mediation role.Finally, according to the research conclusion, the paper on the future of humanresource management practices provides some inspiration and guidance, and then on howto improve the level of job performance of employees made certain recommendations.