A Research On The Relationship Among Performance Management,Organizational Commitment And Perceived Organizational Support

Profound changes have taken place in employee-organization relationship with the great changes in Chinese economy during the recent 20 years. The balance of the old pattern of employee-organization relationship was destroyed, and a new balance of employee-organization relationship is being developed.Performance management is the core of enterprise management, and enterprise can monitor their operational process and adjust the targets to obtain expected profit and performance by performance management. The new model of performance management pays attention to the both interests of organizations and employees, the improvement of performance and the importance of communication during performance management. This management is committed to building and maintaining a harmonious employee-organization relationship and getting win-win.Organizational commitment focuses on the employees’ loyalty and perception of affiliation. It can forecast the turnover rate. Nowadays, what enterprises need most is loyal employees in this fierce competition, and the only way to have a place in this competition is to develop and have loyal staff and talent. Therefore, it is necessary to take measures to improve employees’ organizational commitment.Perceived organizational support is often researched together with organizational commitment for the deep and overall study on employee-organization relationship and its influence.This paper discusses how the performance management and its four dimensions respectively effects employees’ organizational commitment, and how the perceived organizational support influences the above mentioned relationship. The research is based on the social exchange theory. A questionnaire survey data were collected from 660 employees. The results showed:(1) Performance management was positively correlated with employees’ organizational commitment.(2) Perceived organizational support partially mediated the relationship between performance management and organizational commitment.(3) Each of the four dimensions of performance management was respectively positively correlated with employees’ organizational commitment.(4) Perceived organizational support respectively partially mediated the relationship between each of the four dimensions of performance management and organizational commitment.Implications of the findings and areas for future research are discussed.