The Study On The Influence Of Person-Organization Fit On Employee Engagement

With the advent of a new century, the decisive role of human resources to enterprise competitiveness becomes more and more obvious. And concerning employee engagement and motivating staff's advantage and positive ability becomes a big challenge of enterprise human resources managers in the management practice. On the other hand, the development of positive psychology provides generous theory soil for the generation and in-depth research of employee engagement. As a kind of positive psychological state, employee engagement increasingly drawn management practitioners'and academics'interest, and they've made much beneficial exploration about its influential factors. At present the studies of the employee engagement isn't mature enough on the whole, there're still further exploring spaces of many research. In terms of influencing factors, few scholars study the matching of staff individuals and organizations from the perspective of the interaction of individuals and organizations situation, and even less is known about the mechanism between them. The paper is aimed at studying the influencing factors of employee engagement from individuals and organization levels of China's situation to reveal the mechanism of staff individuals and organizational matching to employee engagement and provide organizations scientific references to improve employee engagement.The paper discusses the mechanism of various dimension of individual-organization matching on employee engagement and constructs the conceptual model, also we use factor analysis, correlation analysis and structure equation model to test those assumptions of our model. The empirical results show that:(1) individual-organization matching has significantly positive impact on employee engagement; (2) individual-organization matching also has significantly positive impact on organizational identification, values match is a key factor when individual-organization matching influences organizational identification; (3)two dimensions of organizational identification has comparatively obvious effect on employee engagement and they play partial intermediary role between individual-organization matching and employee engagement. Based on the conclusions and joining together the Chinese business enterprise actual, the paper provides enterprise human resources managers some useful suggestions to improve employees'professional level and corporate performance as follows:managers should think highly of employee's identification to organization; carry out the principle of individual-organization matching when recruiting, selecting and training employees and strengthen the matching degree between employees and enterprises; adopt suitable organizational socialization strategy and improve employees'identification to organization culture.The biggest innovation of this paper is studying individual-organization matching's impact on employee engagement which was a "black box" from the perspective of the interaction between institution and individuals while we introduce organizational identification as mediating variable to provides people with theoretical framework and empirical basis to understand the mechanism of individual-organization matching to employees'work attitude especially employee engagement.