| In this study, researcher sums up the pros and cons of a variety of career decision making strateges, and then uses the concept of the person-job fit theory, to develop an effective, person-job fit based decision-making method for the job evaluation.Through translation and revision, researcher obtained a need-supply fit survey. Combined with a demand-ability fit survey to form a person-job fit questionnaire, and then applied it to 322 test subjects from different types of enterprises and institutions. Through data analysis, researcher explored the relationships of person-job fit dimensions and its validity as the predictors of job satisfaction. Some personal characteristic variables were also analyzed. According to the results of data analysis, a person-job fit hierarchical model which consists of 8 content dimensions was established. Finally, in a specific career decision-making, Analytic Hierarchy Process was used to weight the model, and then a better person-job matched work can be chosen.This study concluded that1. Need-supply fit includes eight aspects:pay, prestige, altruism, relationships, security, authority, variety, autonomy. These aspects consist of four concept dimensions: individual gain, well-being of others, job stability, job content changes. Reliability analysis and confirmatory factor analysis confirmed that the translated questionnaire has good reliability and validity.2. Demand-ability fit and need-supply fit both are significantly related to job satisfaction, but need-supply fit's validity as the predictors of job satisfaction is greater. In the dimensions of need-supply fit, the personal gain has the greatest impact on job satisfaction. Personal characteristic variables such as age, office also have a significant impact to job satisfaction.3. Personal-job fit theory can be applied to career decision-making. Using Analytic Hierarchy Process to calculate this P-J based model can improve the accuracy of career decision-making. |
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