The Research On The Relationship Of Employees’Organizational Commitment And Job Performance In State-owned Electric Enterprise

Human resource is the most important resource of the enterprise.This study discusses therelationship between employees and organization，ie，the relationship between employees’sorganizational commitment and job performance based on the previous studies.Throughthe study， we can give the suggestions for the enterprise managers，in order to motivateemployees， play employees potential， and improve the purpose of the companymanagement level and service quality.On the basis of literature review，the organizational commitment，job performance，and therelationship between the two generalizations，we learned about the present situation of theresearch topic and disadvantages，combined research company，put forward the researchhypothesis and research ideas.This study defines organizational commitment as personalattitude and behavior to the organization of the comprehensive and the fit degree of both ina particular situation，and use the five dimensional model to divide into organizationalcommitment，including affective commitment，ideal commitment，normative commitment，economic commitment and opportunity commitment;we defines performance as employeebehavior the unification of the process and results，dividing it into four foctors，ie，taskperformance，relationship performance，learning performance and innovation performance.This study consults relevant literature and interview to the enterprise on the basis of aelectric power construction company in Tianjin as a case，to design of organizationalcommitment scale and job performance scale.Organizational commitment scale drawinglessons from foreign scholars Meyer&Allen and domestic scholars LingWen Quan，FangLingluo development model for scale.Job performance scale use Han Yi，Liao Jianqiao fourdimension model of development scale，the score of5points. Questionnaires issued byin-situ，and E-mail questionnaires distributed object for grass-roots management personnel(including team leader)，a total of233copies，recycling effective questionnaire202copies.The questionnaire involve five functional departments and nine branch.On the basis of theoriginal data collection，using Excel2003and SPSS16.0statistical software for survey datafor statistical analysis，reliability analysis，variance analysis，correlation analysis andregression analysis. Reliability analysis is used to crowns Bach coefficient of scale，and usefactor analysis of principal component analysis and orthogonal rotation factor to name them.Single factor analysis of variance method is used to know different personal characteristicsof the level of organizational commitment and job performance whether there is a bigdifference.On the basis of correlation analysis， and organizational commitment asindependent variables，performance as the dependent variable regression analysis，finallywe draw the following conclusion:Gender factor has a significant difference in opportunitycommitment and learning performance.Age factor has a significant difference in ideal commitment and task performance.Education background is a significant factor in idealcommitment.It has a positive correlation between affective commitment and learningperformance.It has a positive correlation between ideal commitment and learningperformance.It has a positive correlation between normative commitment and taskperformance， learning performance， but has a negative correlation with innovationperformance.Economic commitment is positively related to the innovationperformance.Opportunity commitment is positively related to task performance，learningperformance and innovation performance.And we put the suggestions， incluing theestablishment of modern enterprise system， corporate culture， performance managementsystem and so an.