Research On Influencing Of Person-environment Fit,Feeling Of Self-determination On Employee Engagement Of Knowledge Workers

The development of modern economy relies more and more on the growth of intangible capital such as knowledge and intelligence.As the main carrier of knowledge capital,the performance problems of knowledge workers are highly concerned by many domestic and foreign theoretical and practical workers.Among the many influencing factors of job performance,employee engagement has risen in recent years due to its positive impact on individual performance and organizational performance.Abroad,employee engagement is well received by well-known journals such as Harvard Business Review,MIT Sloan Management Review and Workforce Magazine.In the domestic,The 18 th national congress of the communist party of China(CPC)regards "dedication" as the core expression of socialist core values.The 19 th national congress of the CPC proposed "building an army of knowledgeable,skilled and innovative laborers,carrying forward the spirit of model worker and craftsman,and creating a glorified social style of work and a dedicated culture of excellence",nurturing and promoting professionalism is rising to a national strategy.However,from the report of engagement released by well-known consulting companies such as Gallup and Aon Hewitt,the level of engagement of Chinese employees still has more room for growth.Therefore,under the Chinese situation,it is of great theoretical and practical significance to explore incentive problems and formation mechanism of knowledge employee engagement.This article relies mainly on person-environment fit theory,congenital psychology need theory,engagement theory to deepen discussion about knowledgeable employee engagement.In this paper,taking the inherent sense of self-determination of knowledge workers as the mediating variable,and conducting a series of empirical tests to explore the relationship between knowledge workers' person-environment fit(including person-organization fit,demand-ability fit,individual-group fit),self-determination(including meeting autonomy need,competent need and relationship need)and the engagement(including vitality engagement,devoted engagement,dedicated engagement),and deconstructing knowledge workers' personenvironment fit through self-determination to produce a higher level of intrinsic motivation,thus stimulating the theoretical path to improve engagement.The main conclusions of this paper are as follows:First,knowledge workers' person-environment fit has a significant positive impact on engagement.When knowledge workers perceive a higher level of person-environment fit,the level of their engagement will also increase.Among them,the higher personal and organizational values fit will bring a higher degree of vitality engagement,the higher personal ability and job demands fit will bring a higher degree of dedicated engagement,the higher personal and group values and cultural fit will bring a higher degree of devoted engagement.Second,the self-determination of knowledge workers has a significant positive impact on engagement.When knowledge workers perceive higher levels of self-determination,the level of engagement will also increase.Among them,perceived higher autonomy need to be met to bring higher vitality engagement,perceived higher competent need to be met to increase their dedicated engagement,perceived higher relationship need to be met to give rise to a higher level of devoted engagement.Third,knowledge workers' person-environment fit has a significant positive impact on self-determination.When perceived person-environment fit a higher level,its sense of self-determination also will increase.Among them,perceived higher person-organization values fit will lead to higher autonomy need to be met,perceived higher personal ability and job demands fit will lead to higher competent need to be met,perceived higher individual-group cultural and values fit will lead to higher relationship need to be met.Fourth,the self-determination of knowledge workers plays a part of the intermediary role between person-environment fit and engagement.Person-environment fit to promote engagement mainly through a mediated path of self-determination reached.Among them,autonomy need is an important mediated variable for person-organization fit to promote their vitality engagement,and competent need is an important mediated variable for demand-ability fit to promote their dedicated engagement,and relationship need to be less mediated by the individual-group fit in promoting devoted engagement.Fifth,the cross-cultural differences of enterprises have significant differences in the person-environment fit of knowledge workers and the main effects of engagement.Compared with local companies,the person-environment fit of foreign corporate knowledge workers has stronger influence on engagement,and the person-organization fit has stronger influence on vitality,and the demand-ability fit has stronger influence on dedication,and the individual-group fit has stronger influence on devotion.Compared with previous studies,the contributions of this article are mainly reflected in the following aspects:At the theoretical level,Firstly,based on the Chinese management practice,from the perspective of person-environment fit and self-determination,the paper discusses the formation mechanism of the knowledge-based employee engagement degree.It also combines the three dimensions of person-environment fit,namely organizational dimension,work dimension,and team dimension,the theoretical relationship between person-environment fit and the main effect of engagement of knowledge workers is constructed;Through the self-determination,we explored the internal incentive mechanism of knowledge-based employee engagement.These findings expand the application boundary of person-environment fit theory and innate psychological need theory,and enrich the research perspective of incentive problem in management science.Secondly,the connection between person-environment fit theory and innate psychological need theory is established,which provides practical evidence and theoretical basis from the innate psychological needs theory for the rationality of the individualenvironment fit into the individual intrinsic motivation.It also proposes to take the individual's innate psychological needs as the starting point and to carry out the key role of work environment construction in the formation of individual intrinsic motivation.Finally,the theoretical path of the individual-environment fit?self-determination?engagement mechanism of knowledge-based employees was created,which verified the mediating effects of self-determination and the regulatory effects of cross-cultural differences in enterprises,and pointed out the direction that the existing theory may not have involved,which contributes to future research.At the practical level,Firstly,it provides intellectual support for the management of enterprise human resources in China,and provides empirical evidence for the stakeholders,such as government,enterprises and employees,to make a comprehensive and in-depth understanding of the factors influencing the engagement of knowledge workers and make relevant decisions.Secondly,we propose a promotion strategy for the engagement of knowledge workers from macro(government),medium(enterprise),and micro(employee)levels.Finally,to enhance the industry's emphasis on knowledge-based employee engagement,and to plan the career development of knowledge workers from the perspective of strategic human resource management,and to create a long-term mechanism to enhance the engagement of knowledge workers.