Empirical Study On Fit Of Value's Fulfilling Degree Of Employee And Organization With The Impact Of Iit On Employee And Organization

With coming of economics' globalization, development of IT techniques and enhancing of international competition, More and more firms are facing management challenges of fit of employee-organization and promoting company performances and more and more attention of companies is paid to how employee-organization fit. With deepening of research of internal and overseas scholars on employee-organization fit, fit of employee's value and organization's value becomes a core of research on employee-organization fit.Many researches on fit of employee's value and organization's value have been done by of Western scholars and scholars of Chinese TaiWang in recent years, and there were lots of interesting findings. There were also some issues needed to do further research, for example, issues on how measuring degree of value's fit, issues on the impact of types of value's fit on employee's effectiveness and organization's effectiveness. And with huge changes of value of employee and organization after China's reform and open have been for more over twenty years, it is a urgent need to China's firms to how manage value of employee and organization. And so, the empirical study on fit of value of employee and organization in China is very important in both theory development and management work.Based on research of literatures, the author developed value's fulfilling degree as new measuring index of employee-organization value fit with the model of the impact of value's fulfilling degree on employee's effectiveness and organizations effectiveness and analyzed its impact on employee's effectiveness and organization's effectiveness. Accord with value's fulfilling degree, the author classified employee -organization value fit into 4 types, and gave the hypotheses on the influence to employee's effectiveness and organization's effectiveness of 4 types. The test get 246 valid subjects of many fn'ms and 73 couples valid subjects of employee-person in charge of a company. Then hypotheses were tested through rigorous data analysis, and most hypotheses were validated and interesting findings. Following results are achieved through theoretical and empirical research:â…°. Value's fulfilling degree is a new measuring index of employee-organization value fit, based on it the model of the impact of value's fulfilling degree on employee's effectiveness and organizations effectiveness was developed. Fit of value's fulfilling degree has significant impact on employee's effectiveness and organization's effectiveness and on employee satisfaction,employee performance,organization citizen behavior,organization performance. and organization development.â…±. Based on fit of value's fulfilling degree, employee -organization value fit was classified and validated into 4 types: the type with high fulfilling degree of employee's value and high fulfilling degree of organization's value, the type with high fulfilling degree of employee's value and low fulfilling degree of organization's value, the type with low fulfilling degree of employee's value and high fulfilling degree of organization's value, the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value.â…². In employee satisfaction of 4 types of employee -organization value fit, the type with high fulfilling degree of employee's value and high fulfilling degree of organization's value is highest, while the type with high fulfilling degree of employee's value and low fulfilling degree of organization's value is higher than the type with low fulfilling degree of employee's value and high fulfilling degree of organization's value and the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value. Employee satisfaction of the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value is lowest.â…³.In employee performance of 4 types of employee -organization value fit, the type with high fulfilling degree of employee's value and high fulfilling degree of organization's value is higher than the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value, while the type with high fulfilling degree of employee's value and low fulfilling degree of organization's value,the type with low fulfilling degree of employee's value and high fulfilling degree of organization's value and the type with low fulfilling degree of employee's value and low fulfilling degree of organiTation's value are no significant deference.â…´. In organization citizen behavior of 4 types of employee -organization value fit, the employees of the type with high fulfilling degree of employee's value and high fulfilling degree of organization's value performances best with behavior of loving company and friendly relationship, and the employees of the type with high fulfilling degree of employee's value and low fulfilling degree of organization's value performances better with behavior of loving company and friendly relationship than the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value. While the type with high fulfilling degree of employee's value and low fulfilling degree of organization's value and the type with low fulfilling degree of employee's value and high fulfilling degree of organization's value are no significant deference., the type with low fulfilling degree of employee's value and high fulfilling degree of organization's value and the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value are, too.â…µ. In organization performance and organization development of 4 types of employee -organization value fit, the type with high fulfilling degree of employee's value and high fulfilling degree of organization's value is best, while the type with high fulfilling degree of employee's value and low fulfilling degree of organization's value is better than the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value, and is no significant deference with the type with low fulfilling degree of employee's value and high fulfilling degree of organization's value. The type with low fulfilling degree of employee's value and high fulfilling degree of organization's value is better than the type with low fulfilling degree of employee's value and low fulfilling degree of organization's value, while he type with low fulfilling degree of employee's value and low fulfilling degree of organization's value is lowest.