A Study On The Relationship Between Person-Organization Value Fit And Job Satisfaction Of Real Estate Enterprise Staffs

The real estate industry is China’s basic industry and with the affect of macro－control，the real estate industry is going through an adjustment period. The staffs in realestate enterprises have a low degree of value matching and a high turnover rate. Theirturnover brings a higher production cost. It is the feature of real estate industry that theirdaily operation is operating many projects, which differs from other industries, and ithas a high demand for talented people and team building.The heart of organization culture is organization values, which is a new researcharea. Since values consistency was mentioned by O’Reilly, the point of view isgradually improved and quantization. It is difficult to integrate the ideas of organizationvalues research because the focus differs from different industries and culturebackground. Person-organization value fit can forecast job satisfaction and turnoverintention and a lot of researches suggest that person-organization value fit isproportional to job satisfaction and is inversely proportional to turnover intention. Highjob satisfaction will lead to low turnover rate. The essay will find staffs’person-organization value fit situation in real estate enterprises and provide basis forretain excellent staffs.The essay will study if person-organization value fit variables will differ fromdifferent personal features and the relationship between person-organization value fitand job satisfaction. Through the documents of real estate enterprises and theorganization value table made by Zhao Huijuan and the job description table made bySmith(1969), a preliminary questionnaire is made. After a preliminary survey and talkon staffs of real estate enterprises and omit some variables which are not easy to get thestatistics by the staffs, employee and team, performance orientation, devotion to work,innovation and development, community responsibility make up of person-organizationvalue fit and job itself, superiors, colleagues, promotion and salary consist of jobsatisfaction. First, the essay study if person-organization value fit differs from differentfeatures, second, the essay study the correlativity between the variables. Third, if thevariables have correlativity, the essay will use regression analysis to study therelationships between variables. At last, based on the research results, the essay will putforward some suggestions on real estate enterprises and discuss the point of innovation and research prospects.Through empirical analysis, some conclusions are made. First, sex, age, workingyears, education backgrounds and occupations make differences in some of theperson-organization value fit variables. The degree of staffs’ person-organization valuefit is optimistic but the satisfaction of promotion and salary is lower. Second, my essaytests and verifies that the conclusion on other industries about person-organization valuefit and job satisfaction is also suitable for real estate industry. The variables of twoconcepts are proportional to one another except devotion to work is not related to salarydistinctly. After the regression analysis, every variable is in their correspondingregression equations and it is important to strengthen the view of employee and team. Atlast, the essay make some suggestions on real estate enterprises that the companiesshould draw attention to the turnover of excellent staffs and enhance the degree ofperson-organization value fit and it is necessary to bring person-organization value fitinto index system and improve performance appraisal system and salary system.