Research Into Mediator In Relational Model About P-O FIT

In the increasingly fierce economic environment, for a organization, how to employ, choose and keep talents, improve Organizational Citizenship Behaviors(OCB),and establish a kind of group that can survive and develop with the organization, is the key of realizing organizational vision and target. In response to this phenomenon, many scholars and managers both at home and abroad begin to pay attention to People and Organization Fit(POF) in recent years, which is the compatibility problem between the personal characteristics and organizational characteristics. The fit of people and organization has become the basic principles in staff recruitment. Good fit between people and organization is the key factor to establish long-term employment relationship and organization agility.According to the theory of fitness, the good fit between person and organization will bring positive effects. However, there isn't enough research about the interaction mechanism of POF. One explanation is that POF's effects are transited through "interpersonal prediction". The individuals with similar values will perceive and behave in a similar way, which will cause member's prediction, effectively coordinated interaction, reduced conflict and high satisfaction and good Organizational Citizenship Behaviors(OCB). But this explanation has a lack of empirical evidence. Some studies about POF point out that the increase in POF can improve social and moral behavior, including organizational citizenship behavior, teamwork, ethical behavior. While some studies have found no significant impact. In the past ten years, some scholars shift the focus of research to relationship between POF and OCB, but large divarication exists in the studies. And some scholars start to research if there is intermediary variable in the influence mechanism between POF and OCB, but no scholars research if there is regulation variables between them. This article explores the relationship of these two factors in Chinese background. At the same time, uses post rank as the moderator to verify its moderation effect in POF and OCB.This article adopts theory and instantiation research methodology, including 6 chapters. The first chapter introduces the argumentation and proof, and mainly introduces the research background, research significance, research methods and innovations of this article. The second part reviews the relevant research history both at home and abroad. In the third part, theory model and research hypothesis, research method, variables and the questionnaires of variables are introduced. The forth part tests the questionnaires and theory model, and modified the questionnaires through the test, and then carried on the formal questionnaire survey.The fifth chapter is data analysis on SPSS from three aspects:the difference of variables in demographic dimensions, correlation analysis of variables and the examination of moderation effect. Finally, we point out the conclusions, practical significance, shortcomings of the research and future research directions.The relationship between POF and OCB is well verified. Significantly positive relationship is found between the two factors. That is the employees with high POF will show good OCB. The positive relationships between the five dimensions of POF and four dimensions of OCB are verified mostly. Seven regression equations are checked after the relevant analysis. The results show that position doesn't moderate the relationship between total POF and total OCB. While we find the moderation effects in relationship of the POF dimensions and OCB dimension:the relationship of employee respect and organization recognition, the relationship of external adaptation and organization recognition, the relationship of performance orientation and organization recognition, the relationship of external adaptation and professionalism.Finally, according to the research conclusion, we propose the management advice of staff recruitment and selection and point out the shortcomings of the study and the direction of future research.