Research On The Impact Of Job Embedding On The Performance Of Knowledge Workers From The Perspective Of Organizational Commitment

With the high-quality development of China's economy,enterprises have been engaged in a fierce competition for talents in order to maintain their competitive edge and position in the market.As the main force for the future development of the enterprise,the knowledge workers have become the focus of attention with their independence and innovation.How to effectively improve the work performance of knowledge workers and promote their greater value has become a common dilemma faced by enterprise managers and scholars.At present,the literature on interpreting the work performance of knowledge workers is homogenous,the research variable is single,and there is no explanation for the new-age knowledge workers.Therefore,basing on the previous research results and combining the development characteristics of the new era,this paper starts from the new perspective of organizational commitment,adopts organizational justice as a regulatory variable,and builds a hybrid model that contains mediating effects and moderating effects based on the mutual influence among research variables.The hybrid model explores the impact of job embedding on the work performance of knowledge workers in a more comprehensive and in-depth manner.The empirical study of this paper adopts a questionnaire method to effectively evaluate 321 knowledge workers in domestic first and second-tier cities with developed economy,perfect industrial structure,and relatively concentrated talents.Through the overall descriptive analysis,correlation analysis,variance analysis of demographic variables and the hierarchical regression analysis of the mediating effect and regulating effect of the scale data,the following conclusions are obtained:(1)Job embedding,organizational justice,and organizational commitment significantly positively affect the performance of knowledge workers;Procedures Equity exerts a weaker negative effect on job performance.(2)Organizational commitments and their dimensions have partial mediating effects between job embedding and job performance;(3)Organizational justice has no regulatory role between job embedding and organizational commitment;(4)Organizational justice has a significant regulatory role between organizational commitment and job performance;5)Organizational justice has a significant regulatory role between job embedding and job performance.Among them,procedural fairness has a negative effect on job performance,because compared to foreign companies,our knowledge workers are more concerned with the rationality of individual workload,compensation and benefits,and the organization's emotional care and respect for individuals in their daily work.Little attention is paid to the sense of fairness in the organization's opinions and opinions about subordinates when making relevant decisions.According to the above research results,the following related management suggestions are put forward.The company conducts necessary guidance for the organization's fairness,fully exerts the positive role of organizational commitment,and deepens the degree of job integration in both the organization and the community.This can effectively improve the performance of knowledge workers,better promote participation in the development of the enterprise,actively contribute its own wisdom and talents,and create greater value for the company.In summary,under the perspective of organizational commitment,this paper introduces the regulatory variable of organizational justice and studies the relationship between job embedding degree and job performance of knowledge workers in the new era.Finally,it is proposed that enterprises should focus on improving the degree of job embedding of knowledge workers,regarding emotional commitments,and handling procedural fairness and other management suggestions.