An Empirical Study On The Relationship Among Employee Satisfaction, Organizational Commitment And Performance In Commercial Banks

In the current environment of knowledge economy, how rational and effective use of internal human resources, how to increase employee job performance organization to enhance the competitiveness of the organization is the key to the current organization wants to achieve sustainable development. Affect their job performance in many aspects, but few studies to examine satisfaction through employee performance, the authors state-owned commercial banks in the background, the relationship between these variables, investigate employee job satisfaction by theoretical analysis and empirical research methods What degree of commitment by the organization to affect job performance, provide a useful theoretical guidance for human resource management of state-owned commercial banks.Firstly, this study relevant theoretical literature and some of these points have been collated and summarized, and related concepts used in this paper have been defined. Among them, the foreign dimension of the organizational commitment decomposed into norms, emotions and continued commitment to our scholars will be organized according to the actual situation of workers into a commitment to a few dimensions, emotions, norms, sustained, economic, ideal commitment. The present study on satisfaction there are many different voices, the tendency theory (Disposition Theory), the theory suggests that the tendency of employees to determine their individual self-satisfaction level of the current work. Discrepancy theory (Discrepancy Theory), the differences noted differences in satisfaction theory embodied in practical work experience and expectations, the differences lead to different members of the organization’s satisfaction. Equity Theory ((Equity Theory), contains a fair view of the main issues will indirectly affect the expected return of their work and the corresponding measures when they face the essential contradiction in the organization’s environment taken. Performance include task performance-related performance, task performance refers to the efforts of the staff of the service and the results of the organization; the associated performance pay more attention to the social context and psychological background of employees.With Meyer& Allen’s three-factor model of organizational commitment, organizational commitment will be broken down into a dimension affective commitment, normative commitment and continuing commitment to job performance while taking advantage of the ideal model abroad have developed employee performance will be divided into task performance and contextual performance performance. Through the above analysis, the design of structural equation modeling job satisfaction through organizational commitment on job performance, with the scientific statistical software for statistical analysis of the data collected to validate previous assumptions. Statistical results confirmed the job satisfaction and organizational commitment not only there is a significant positive correlation, and affect the level of employee job performance, and ultimately determine the empirical structural equation model.According to the results of the study, from the perspective of human resource management human resource management of commercial banks to give suggestions, by increasing employee job satisfaction and organizational commitment to effectively increase employee performance. The innovation of this study lies in the empirical research, build job satisfaction and organizational commitment to employee performance impact on the actual model and make recommendations through the analysis and hypothesis testing models to facilitate follow-up study of the relevant aspects of the researchers continue. Although this study rigorous scientific approach holds a lot of validation, but still there are deficiencies, such as:restriction due to the experimental conditions and given the time constraints, the questionnaire only a relatively small part of the forecast area, for the income test the results are representative of the data we need to do the follow-up analysis and testing; Institute of scale adopted by adopting internationally recognized scale used, however, if the scale is really suitable for use also in our complex social background need to do further analysis and verification-...