| The "Western Corporate Culture" pointes "Values are cornerstone of corporate culture, providing staff a common direction, guiding their daily behavior". Academic and practical study show individuals tend to choose organization whose values consistent with theirs, organizations do the same. So O'REILLY considered values fit should be the main in P-O fit. Studies indicate values fit well predict attitude variables, but with outcome variables, such as contextual performance, studies are lacked. The study enriches the theory by searching mechanism of values fit influencing POS and performance, providing theoretical support for "value-based selection" in recruitment.By reviewed related literature, questionnaire survey and statistical methods, this paper learned current perception organizational values are low, interaction among the variables shows that: first, perceived organizational values influence contextual performance, and its different dimensions make different effect, POS play as a partial mediator when involved; second, the higher degree of values fit, the greater the contextual performance, POS play an intermediary role in the construct; third, individual characteristics affect contextual performance.Finally, several suggestions are made:first, emphasize construction of corporate culture, foreign corporate should focus on values localization; second, highlight the dimensions:employee respect/ performance focus/ innovation and development match would have a greater impact; third, improve values fit together with POS; forth, sign a long-term labor contracts with employees; fifth, complete the evaluation of staff values, improve matching degree of values fit.This search enriches study of relations between organizational values/values fit and organizational performance, confirming values influencing contextual performance by POS. For organizations which couldn't improve performance by regulating POS, this paper providing a new perspective. |
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