Effect Mechanism Of Organizational Responsibility And Employee Responsibility On Organizational Performance

Organization and its employees are in an era of revolution, aside with a series of challenges. Organization and staff expect to change the situation, and establish the new balance of psychological contract and new structure of employment relationship, so that employees can improve the human capital constantly in order to keep sustainable competitiveness, and organizations can improve the organizational performance.Scholars'most empirical studies of psychological contract usually separate the organizational responsibility and employee responsibility, so the studies of the mutual influence between two kinds of responsibility are very scarce. And studies of the employment relationship ignored the dynamic interaction between employees and organization. According to the challenges of new career, this paper match employer incentives (organizational responsibility) and the employee contributions (employee responsibility) on the basis of psychological contract theory and mutual investment employment relationship which put forward by Tsui. Then put up joint responsibility by using the person -organization fit theory and the view of demand-supply fit, and standing in the double perspective of organization and staff, in order to meet the challenges of the new career. On the basis of literature review, build the function mechanism model of the three kinds of responsibility, human capital and organizational performance. Then applying with the empirical research, associated with questionnaire surveys and statistical analysis of Chinese managers and staff, the paper research the way how organizational and employee responsibility influence organizational performance.At first, this paper applies the pretest for revising each variable scale, and then get 216 effective questionnaires through formal testing into managers and staff of 50 enterprises. And carry out the reliability and validity analysis, aggregation test and hierarchical regression analysis by using the SPSS 19.0 and LISREL 8.7. Finally, the paper get the following conclusions:(1) Organizational performance are significantly different on different gender;(2) Organizational responsibility and each dimension of organizational performance are significantly correlated. When the effects of demographic variables are eliminated, organizational responsibility has significant positive effects on each dimension of organizational performance;(3) Employee responsibility and each dimension of organizational performance are significantly correlated. When the effects of demographic variables are eliminated, employee responsibility has significant positive effects on each dimension of organizational performance;(4) Joint responsibility and each dimension of organizational performance are significantly correlated. When the effects of demographic variables are eliminated, joint responsibility has significant positive effects on each dimension of organizational performance;(5) Human capital mediates the relationships between joint responsibility and organizational performance. And the human capital mediates the relationships between joint responsibility and financial performance partially.