A Study On The Influence Of Person-Supersivor Value Fit On Organizational Citizenship Behavior

There are many factors push enterprises into an increasingly unquiet situation, such as a rapidly changing society, an increasingly competitive industry, coupled with tendency of the delayering of organization structure and the flexibility of organizational system, all of which make enterprises facing more and more uncertainty. Organizational citizenship behavior as a "shock absorber", is cause by staff fully playing their initiative, and guiding the autonomy given by organization to a more positive result. Such actions help enterprises to reduce the operating risks, maintain a stable performance, and seize advantageous position in market competition. Person-supervisor fit emphasizes the match between staff and their superiors. By building good matching between superiors and subordinates, enterprises could attract and retain the person they need, and encourage staffs to show more organizational citizenship behaviors.This paper focuses on the relationship between person-supervisor value fit and organizational citizenship behavior, and verifies the moderating effect of personality in the relationship between above two. This article first conducts and summarizes related theories and researches about person-supervisor value fit and organizational citizenship behavior, as the foundation of follow-up study to explore the relationship between person-supervisor value fit and organizational citizenship behavior further. Then, based on field theory and social identity theory, we analyzes and describes the impact mechanism of person-supervisor value fit on organizational citizenship behavior, and the regulation of personality in the relationship between person-supervisor value fit and organizational citizenship behavior. Finally, the corresponding conceptual model and research hypotheses are proposed.Based on theoretical analysis, a convenience sampling method is applied in our questionnaire. After collecting empirical data, we use reliability & validity analysis, variance analysis, correlation analysis, regression analysis and other statistical methods to analyze by SPSS. It is concluded as follows: different demographic variables have different effects on person-supervisor value fit, personality, citizenship behaviors; person-supervisor value fit has a significant and positive correlation with the whole of organizational citizenship behavior, and nine dimensions: conscientiousness, self-learning, keep workplace clean, assist coworkers, good interpersonal relationship, voice, activity participation, protecting company, social welfare participation; personality moderates the relationships between person-supervisor value fit and four dimensions: keep workplace clean, assist coworkers, activity participation, protecting company.Finally, based on the conclusion, this paper puts forward several targeted recommendations for managers which will promote employee to show more active behaviors and improve organizational overall performance, such as, merging the concept of person-supervisor value fit into the recruitment criteria of enterprises, at the same time, enhancing the application of personality tests in interviews; following the matching principle in staffing in order to reduce friction and improve team productivity; strengthening social capital accumulation of the department, promoting the communication and running between the staff and supervisor.