Research On Theory And Methodology Of Person-Organization Fit

Along with the economy globalization and informatization, many new issues pressing for solution have been put forward for organizational behavior. Faced the pressure of dramatic environment changes and severe competition, organizations are confronted more and more frequent changes and turnovers of staff. The focus problem confronting researchers and managers is how to attract, select, and retain employees of high level person-organization fit. Recently, person-organization fit has been a hot topic in the field of organizational behavior and human resources management. Person-organization fit is a type of psychological and behavioral phenomena. It is being broadly existed in the management practice of organizations, and has a potential impact on person in the environment and the environment in which person is affected. Person-organization fit is one of important dimensions of person-environment fit. Although researchers have had a high interest in person-environment fit, it is still a hard research task to construct the theoretical system and the methodological system of person-organization fit. Therefore, to systemically and deeply study the theoretical system and methodology of person-organization fit not only meets the development of organizational behavior and human resources management, but also meets the objective request of management practice. It has huge academic and practical value.The purpose of this article is to apply the newest theoretical results and methodology of multiple sciences, such as management, organizational behavior, human resources management etc., to systemically investigate the theoretical bases of person-organization fit and primarily discuss methodology of person-organization fit. By means of literature review, investigation, and the combination of quantitative and qualitative research, the author did the following research around this topic. Some relative theories, such as management, organizational behavior, human resources management, psychology and synergic theory, etc., are applied in the paper to study the theoretical foundation of person-organization fit, to profoundly discuss the multiple conceptualization and operationalization of person-organization fit, to propose four basic principles of person-organization fit, namely the principles of goal guidance, whole optimization, dual side gratifying, and dynamic adjustment. This paper probes the measurement methods, forms and data process of person-organization fit. It proposes four types of methods, including system analysis, artificial neural network, project comparison and trial preparation, based on multiple subjects' theory and method, such as system analysis engineering, artificial neural network, technology economics etc. The paper analyzes the processes of person-organization fit and proposes that according to different stage of the enterprises lifecycle, different management actions should be taken. This paper discusses the influence of person-organization fit on organization efficacy. The evaluation index system of person-organization fit is constructed by applying multiple goals decision-making--analytical hierarchy process, and the methods and the steps of the integration evaluation are produced too. From the perspective of management practice, a series of effective strategies optimizing person-organization fit are suggested based on individual level and organizational level. Finally, this study investigates a sample of 157 employees from the high technology corporations in Wuhan using the questionnaire of person-organization fit designed by the author. Through a combination of quantitative and qualitative analysis this paper presents and testifies the system structure of person-organization fit, and researches the status of person-organization fit in the high technology corporations.