Theory And Practice Of Human Resource

A big portion of people have to spend most of their lives on working,so achieving career success is crucial to their happiness.Finding a satisfied and suitable job will not only facilitate a subjective career success,but also improve the probability of objective career success.This is an inspiring result for optimization of resource distribution,personal happiness and social harmony. Person-organization fit helps person to find a suitable career environment as well as help organization to find a suitable person.Firstly,we reviewed existing researches on person-organization fit.Although the theory has been existed for several decades,it was not until 1990s that people started to pay attention to the experiential research on it.In china,the study on this theory and experimental research just begins. Person-organization fit focuses on the compatibility of persons and organizations. Person-organization fit can be classified to supplementary fit and complementary fit. Supplementary fit,which happens when person's characteristics are similar with that of other people in the environment.Complementary fit,which happens when person's characteristics complement or add what the organization lack off.Idea of this paper is in the light of supplementary fit and based on attract-choose-adapt model,reinforcement theory and expectation theory.The paper used quantitative study and qualitative study,with the combination of questionnaire survey and case study.Values matching index and personality matching index were the measurement of person-organization fitness.Firstly,we tested the influence of person-organization fitness on job satisfaction,organizational commitment and job burnout and turnover intention among 154 employees from high-tech enterprises.Then we implemented cross-industrial research in order to find the general impact of person-organization fitness on job satisfaction,organizational commitment and job burnout and turnover intention among 183 employees from foreign,national and private owned companies.Finally,we coached 26 employees about their career life based on the person-organization fit and researched on the long-term influence of person-organization fit on job satisfaction,organizational commitment and job burnout and turnover intention through follow-up research.The main results are:(1)educational level is an important factor on person-organization fit. (2)person-organization fit can effectively predict job satisfaction,organizational commitment.(3) person-organization fit can explain more variance than demographic variables on job satisfaction, organizational commitment.(4)person-organization fit can indirect influence turnover through job satisfaction,organizational commitment.(5)cross-industrial research supports the prediction of person-organization fit on job satisfaction,organizational commitment,person-organization fit can explain more variance than demographic variables.(6)cross-industrial research supports person-organization fit can indirect influence turnover through job satisfaction,job burnout.(7)follow-up research supports the positive impact of person-organization fit based career life coaching on job satisfaction,organizational commitment and job burnout.