Study On The Relationships Between Organizational Commitment And Job Performance Of Employee In Plastic Products Enterprises

At present,plastic products enterprises are facing a dilemma: one hand,low profits,serious technicians losing;the other hand,due to the lack of technicians,they cannot improve the level of technology and management.Therefore,they need to find ways to retain employees.As we know,improving the level of employee organizational commitment can help to retain employee and improve performance following scholar's research in other fields.Therefore,it is important to study the relationships between organizational commitment and job performance.The purpose of this thesis is to reveal how much correlation and influence between organizational commitment and job performance for plastic products enterprise's employee,and to reveal whether the individual variables have significant influence for both,basis on knowing the actual situation of both.This will provide theoretical guidance and management suggestions for decision-makers.The research not just enrich the theoretical connotation of this research field,but also fill the theoretical gap in plastic industry;furthermore,it will be clear for us to know how much the correlation and influence and will help us to predict employee's behavior.This thesis is basis on pre-scholar's research,to research and design,to collect data through questionnaire survey,and mathematical analysis by SPSS22.0.Finally,getting conclusions and provide management suggestions for plastic products enterprises.The conclusions of this thesis are as follows:(1)Organizational commitment is positively correlated with job performance.Each dimension of commitment level from high to low,followed by normative,economic,opportunity,emotional and ideal;(2)Normative commitment is positively correlated with task performance and related performance;(3)Opportunity commitment and economic commitment are positively correlated with task performance;(4)Ideal commitment is positively correlated with job performance;(5)Job performance dimensions from high to low,followed by related,task,learning and innovation;(6)Gender has significant different impacts on ideal commitment and innovation performance.However,there is no significant different impact on the other dimensions;(7)Age,service length,education,title have significant different impact on organizational commitment and job performance;...