Model Construction And Empirical Study On The Influencing Factors Of Employee-organization Fit

With the rapid development of economy and the frequent organizational change,the organization and employee are in a dynamic, complex, and uncertain environment.In order to maintain the competitiveness and adaptability, the organization must selectand hire high quality employee to fit the organization.On the other hand, the employeewill continue to re-select and keep learning to adapt to the change of environment, so asto meet the needs of organizational change. At present, although prior researches havedone much on concepts, structured, contents, measurements of fit degree and outcomes,there have been few attempts to research the influencing factors ofemployee-organization fit. Based on the analysis of the theoretical construction ofperson-organization fit, this paper will construct the theory model of the influencingfactors of employee-organization fit to analyze the relationship between organizationalfactors, individual factors and employee-organization fit.The main contents andinnovations are as follows:This dissertation quantitatively describes that the employee-organization fitincludes three states. The strength,balance and rate of change of the three states aredecided by the interaction of employees and the organization,which is the result ofindividual and occupation fit,which is the result of social exchange between employeeand organization.According to the basic theory of employee-organization fit formation, this paperconstructs the theory model of the influencing factors of employee-organization fit.Thetheory model includes the external factors of the organization, organizational factorsand individual factors.The organizational factors of making hiring decisions includeselection channel, job requirements and testing method. The individual factors ofmaking hiring decisions include ability personality and job motivation. Theorganizational factors after entering the organization include organizationalsupport,organizational learning and organizational culture,etc., while the individualfactors of that include employee socialization,the employee’s individual learning, etc. Carry out initial questionnaire,and make exploratory analysis ofemployee-organization fit, individual learning and knowledge inertia.The researchshows that the content structure of employee-organization fit includes supplementary fitand complementary fit dimensions; the individual learning includes3dimensions: theability of observation,analysis ability and the ability to integrate; knowledge inertiaincludes experience inertia and learning inertial. After the formal investigation,theconfirmatory analysis shows that the reliability and validity of the scale is in accordancewith the requirements of the empirical study.Carry out formal questionnaire,through regression analysis, the research believesthat organizational support has a positive effect on the supplementary fit in worksupport and shared value, organizational learning in learning commitment, shared visionand opening mind, employee socialization in organizational culture socialization, workcompetence socialization and interpersonal relationship socialization, individuallearning ability in observation ability and analysis ability.That has a positive effect onthe complementary fit in work support and care interests, organizational learning inlearning commitment, shared vision and opening mind, employee socialization inorganizational culture socialization and interpersonal relationship socialization,individual learning ability in observation ability, analysis ability and the ability tointegrate. Through path analysis, the research believes that various dimensions oforganizational support, organizational learning, employee socialization and individuallearning ability all have positive effects on employee-organization fit.Respectively observe the adjustment of knowledge inertia and individual learningability between organization learning and employee-organization fit, and the researchbelieves that experience inertia has a negative effect on supplementary fit in learningcommitment, shared vision and opening mind; learning inertia has a negative effect onsupplementary fit in the shared vision and has a positive effect on the complementary fitin learning commitment and opening mind; individual learning has a positive effect oncomplementary fit in learning commitment and opening mind.