Research On The Fit Between Employees' Psychological Capital And Corporate Culture

Western scholars Joyce, Tom(1971)first proposed "individual-organization fit" concept, Following Tom, Western anthropologists, sociologists, social psychologists have started trying to research linguistic symbols, ceremonies, rituals, myths, stories, language and other cultural concepts, to analyze the behavior of individuals and groups in the organization. Well-known cultural scientist O'Reilly (1991) first proposed "Personal-Cultural fit" concept, he believes that the core of the organizational culture is the value, "Personal-Cultural fit" research should be based on value, the fit between personal value and organizational value is the key.This study considers the employees of psychological capital and corporate culture fit as the research object, from deeper micro-level to explore the employee of psychological capital and corporate culture fit, breaking through the traditional "person-occupation", "people-work", mainly based on "people-environment fit" research perspective.Main contents of this study include:Carefully combing the "fit" research, the psychological capital and corporate culture research.the staff of psychological capital and corporate culture fit research's related theory (theory of enterprise resources, growing demand for strength theory, alienation, and worry Theory and dynamic fit theory) are reviewed.Analyzing the related factors of the psychological capital and corporate culture fit. being inspired by its relevant theory, building a staff of psychological capital and corporate culture fit model, Studying the staff of psychological capital and corporate culture fit mechanism in detail.In order to staff a positive mental state of the building of enterprise culture to differentiate between the degree of psychological capital, employees and corporate culture fit the type; in order to enhance the level of employee psychological capital, corporate culture fit assessment of the degree of realization as an indicator to explore the different types of employee psychological capital and corporate culture fit level and fit effect. Conducting an empirical study of Employees'psychological capital and corporate culture fit.based on the normative analysis and empirical analysis, the author proposes the employees of psychological capital and corporate culture fit path and management measures.The basic viewpoints of this study are as follows:(1) considering previous research experience, defining the psychological dimensions of capital structure and corporate culture, structure, dimension; making synergies, contagion effect, attribution style, spillover effects, organizational assets, complexity and diversity of work as a staff level of psychological capital and factors affecting corporate culture fit to explore it how to impact the capital of their employees and corporate culture fit.(2)Constructing the employees of psychological capital and corporate culture fit model; exploring the employee psychological capital and corporate culture fit mechanism; based on four kinds of type (double-low type, elastic-oriented, control-oriented and pairs of high-type) distinguishing them in order to staff the psychological capital and the corporate culture to achieve the degree of fit evaluation index, in-depth studying the different types of fit (low degree of fit, moderate fit and high fit), and finally pointed out that only the psychological capital and corporate culture maintaining a high degree fit, can it really improve business performance.(3)Comparative analysis of the employee psychological capital and corporate culture fit pairs of high-oriented state-oriented fit with the double-low cost-benefit state, let business as the investment employees of the psychological capital and corporate culture fit, analysis the model of fit operating hours to explain the differences among the expected period, the collision period and identify.(4)Empirical research part, put forward the following research hypothesis:â‘ psychological capital, corporate culture has positive effects on the employee psychological capital and corporate culture fitâ‘¡synergies, contagion effect, attribution style, spillover effects, organizational assets, the work of the complexity and diversity the degree of psychological capital, respectively has positive effects on employee psychological capital and corporate culture fitâ‘¢the employee psychological capital fit with corporate culture has a positive impact on business performance.Empirical analysis verified the employees'psychological capital, corporate culture, has the positive impact on employees' psychological capital and corporate culture fit; verify the factors of fit have the positive impact on the employees psychological capital and corporate culture fit; Regression analysis showed that age, academic qualifications and work experience and other control variables does not cause job satisfaction, job performance and organizational commitment to change, so you can fit the results of the study variables exclude the impact of these control variables. At the same time, SPSS analysis also shows that employees of psychological capital and corporate culture fit has significantly different degree of correlation effects on job performance, job satisfaction and organizational commitment, also validate the assumptions made before.(5)The conclusion put forward the path and management measures of psychological capital and corporate culture fit, pointing out that the main conclusions of this study, the presence of the major shortcomings and follow-up research.