Individual - Organization Fit On Employee Pay Satisfaction

The research of pay satisfaction drives from the reserching by American scholar, Adam. In 1985, Heneman and Schwab proved the multidimensionality of pay satisfaction through empirical analysis, which was widely recongnised. Since then, researches on the mechanisms of interaction between pay satisfaction and its relavant variables gradually increased in number. In China, however, most reseaches in the field focus on the measurement of pay satisfaction of specific objects, lacking studies on the interaction between pay satisfaction and its relavant variables. Person-Ognization fit (P-O fit) is the research concerning the compatibility between personnel and the organization they work for. In 1996, Kristof integrated P-O fit into a model including supplementary fit and complementary fit between personnel and the organization, whereas, studies on the functional mechanism of the integrative model of P-O fit are quite small in number among the relevant empirical researches later on. And it has been proved by the researches that P-O fit plays a positive influence on the pay level and job satisfaction, which in turn have been proved to be positively related to pay satisfaction. Based on the former researches, the focus of this thesis is put on the mechanism of P-O fit's influence on pay satisfaction, which is the researching purpose of this thesis. In detail, the researching purpose of this thesis covers the following three aspects:firstly, to exmine the influence of different dimension of P-O fit on each facet of pay satisfaction; secondly, to examine the mediating effects of needs-supplies (N-S) fit; thirdly, to verify the influence of different kinds of P-O fit on pay satisfaction.On the basis of the theoretical analysis of the two sides as well as the defining on the two concepts, the author uses SPSS and AMOS software to make factor analysis, variance analysis, structure equation analysis and regression analysis to the collected 181 valid samples, from which the author gets the following results:Firstly, vlue fit play a positive influence on the satisfaction of pay level, benefits, pay arises, and pay structure/administration. Demands-Supplies (N-S) fit positively influences the satisfaction of pay level, benefits and pay arises, and negatively influences the pay structure/administration satisfaction. Demands-Abilities(D-A) fit positively influences the satisfaction of pay level, pay structure/administration, and negatively influences the satisfaction of benefits and pay arises.Secondly, N-S plays as a complete mediator in the Values-Pay level satisfaction and Values-pay promotion satisfaction, and is partly a mediator in the Values-Benefits satisfaction and Values-Pay structure/administration satisfaction. And N-S is partly a mediator in the D-A—Pay structure/administration satisfaction relationship.Thirdly, the four types of P-O fit, namley, fit with both supplementation and complementation, fit with supplementation but complementation, fit with complementation but supplementation, and fit with neither supplementation nor complementation, differ greatly in their influences on pay level, benefits, pay arises and pay structure/administration. Finally, on the basis of the results, the thesis suggests that personnel's pay satisfaction may be improved through organizational socialization and organizational learning, with the aim of promoting P-O fit, so as to enhance the harmonious development of both the personnel and the organization.