The Hierarchical Structure Of E-O Value Fit And Its Impact On Organizational Commitment And Turnover Intention

Organizational value is the core of organizational culture. According to some researches, as the basic part of Employee-Organization Fit, Employee-Organization (E-O) Value Fit has significant effect on employee effectiveness and organizational effectiveness.Those previous studies about the E-O Value Fit focused majorly on the impact of the matching degree on outcome variables. Basing on the seven-dimensional structure model of organizational value from Zhao Huijuan and adopting the methods of survey, this study proposed and then verified the hierarchial structure of E-O Value Fit, with 405 employees from six enterprises of Zhejiang, Shandong, Shenzhen etc. as subjects.Additionally, according to the realistic evaluation and expected evaluation on organizational value, we divided E-O Value Fit into four types, and then further explored the impact of matching types and matching degree on organizational commitment and turnover intention.The main findings of this study are as follows:(1) According to the realistic evaluation and expected evaluation on organizational value, E-O Value Fit can be divided into four types:positive fit, high reality low expectation fit, indifferent fit, and no fit. On the whole, the situation of E-O Value Fit in our country is well. The employees who belong to positive fit account for about 1/3. The employees who belong to high reality low expectation fit account for about 1/5. And the employees of indifferent fit account for 1/4. However, the fit between employee and organization on employee orientation is not satisfied, with nearly 1/4 employee belonging to no fit.(2) Organizational commitment can be divided into three different levels:mental commitment, normative commitment, and material commitment. The organizational commitment in our country shows the distribution of diamond. The normative commitment is located in the middle of the diamond, with the most population. The mental commitment is located at the top of the diamond, with less population. The material commitment is located at the bottom of the diamond, with the least population.(3) The hierarchical structure of E-O Value Fit we proposed has been proved in the following empirical researches. E-O Value Fit can be divided into three different levels:interpersonal orientation, task orientation, and spiritual orientation. The type of E-O Value Fit on interpersonal and spiritual orientation has significant effect on mental commitment and normative commitment. The type of E-O Value Fit on task orientation has significant effect on mental commitment, normative commitment, and choice commitment. Furthermore, on interpersonal orientation, the mental commitment and normative commitment of positive fit is significantly higher than that of no fit. However, on spiritual orientation, the mental commitment and normative commitment of positive fit is significantly higher than that of indifferent fit.(4) The degree of E-O Value Fit on innovation and development orientation has significant effect on mental commitment. The impact of E-O Value Fit degree of performance orientation on turnover intention is also significant.