Study On The Action Of Organizational Identification Between Corporate Culture And Contextual Performance

Because of the increasing of the organization competed is aggravating, the tradition organizationalstructure’s change as well as the staff individual consciousness’s promotion,the organizationalidentification(OID),regardless of organized regarding the individual already even more appeared important,the organized and between the individual seeks the organization to approve both has positive and the latentinfluence to both sides. Organizational identification is a special form of social identity, and is in consistentwith the organization or is subordinate to the organization’s perception. It reflects the degree of identicalbetween the characteristics of the organization defined by the number and the characteristics of themselves,or the coincidence degree of the self-identity and organizational identity perceived by the number. Bypromoting the level of the organizational identification of the employees’ towards their organization, thusthe employees’ contextual performance can be improved, so does the corporate performance.This research through the real diagnosis method, studies the mechanisms of corporate culture andcontextual performance,and explores the role of organizational identification and transformationalleadership in the mechanisms. We comprehensively analysis the impact of the organizational factors andindividual factors on employee contextual performance. We mainly used the questionnaire survey throughin the investigation and analysis of361employees,using exploratory factor analysis,confirmatory factoranalysis,correlation analysis and regression other statistical methods, we verified and revised thetheoretical model and the research hypothesis. the main conclusions obtained are as follows:First, the corporate culture has a positive effect on the contextual performance.Second, organizational identification completely mediates the relationship between corporate cultureand interpersonal facilitation.Third, transformational leadership has moderating effect on the relationship between the corportateculture and contextual performance, and this moderating effect is transmitted by organizationalidentification.Based on our conclusions and research achievements by others, we proposed some practical management advices based on the side of enhancing corporate culture,transformational leadership andstrengthen organizational identification,they are helpful to promote employees’ contextual performance. Atthe end of the dissertation, the limitations and future research orientation are illustrated.