Study On Impact Of The New Generation Employees Of Organizational Support On Job Performance

In the era of knowledge economy, enterprises are faced with a complex market environment and the increasingly fierce international competition. To survive through the fierce market competition, it is the top priority for manufacturing companies to attach more huge attention on human resources, which is the top resource in a company management. During the past three decades, China’s population is in a state of oversupply, the labor costs, which is the biggest competition advantage, is low. However, this advantage is disappearing along with the rapid economic development. At present, China’s labor force has already been the buyer’s market. The relationship between organizations and employees is changing quietly. The once advantage is gradually disappeared along with the increasing demand from employees and the higher lever of labor costs. Companies have gradually realized the importance of strengthening the management of staff, especially those post-80s and post-90s, who was just go out to work. They are called the new work generation by scholars. Only by strengthening the management of the new generation, the potential and activeness of the new generation could be displayed; the performance of work could be raised; the labor costs could be lowered, thus making the enterprise in a leading position in the fierce competition.In 1986, Eisenberger and his colleagues proposed organizational support theory based on the theory of social exchange.The viewpoint in the theory provides a new perspective for company organizers on how to manage employees. Since then, it is became the focus of attention of scholars and entrepreneurs. Companies must give employees more support, more attention so that employees would feel the support from them. Based on the principle of reciprocity, employees will show more responsibility for the company, so they will work hard and improve their job performance. In this paper, the author takes the new generation of employees as the research object, by researching on the organizational commitment as intermediary variable, finally analyzing the impact of organizational support on workers’ job performance. By the further research on the already known organizational support, organizational commitment and job performance, the author puts forward the framework and assumptions of this article in the form of a questionnaire conducted for the study object, and by using SPSS 19.0 software to analyze the questionnaire. The research results are as follows:the new generation of employees who perceive the sense of organizational support has a significant positive prediction on job performance; an obvious good effect has also showed towards organizational commitment and its other dimensions by organizational support. Besides, the organizational commitment acts as an intermediary between organizational commitment and its emotional dimension and regulatory dimension.Next, the paper will be introduced by following steps:The first part is the introduction, this section describes the necessity of this research by the description of the background. The significance of this research as well as the strings of this article and the arrangement of technical route are put forward on this basis. The second part is a review on the article, it gives the groundwork for the following research by the study on organizational theory, organizational commitment theory, job performance theory and related definitions, relevant variables, measurement scale and its structure. The third part is the theoretical model and research hypothesis of the article, this part is based on the previous studies and proposed a framework and another seven main assumptions and part of sub-hypothesis; the fourth part is the design of this paper and the inspection of the questionnaire. Through the study on the scale between home and abroad, combined with the local realities, to select a proper scale for this study, and then issue, recycle, screen the research object, using SPSS 19.0 to inspect the reliability and validity of the collected data. The fifth part is the analysis of the data and the hypothesis testing of this article. This section gets a roughly description of collected data by descriptive statistics. Besides, the preliminary verification is conducted by relative analysis. We can get a further verification through regression analysis. The sixth part is the conclusion and managerial implication of this article. This part gets a relevant summary for the hypothesis verification in part four. From the organizational support perspective, the author provides a constructive advice for the management of new generation employees. And finally give an illustration for the lack of research and research prospects.