The Relationship Of Person-organization Fit And Employee Performance

Performance is the eternal theme of enterprises chase. There have been different ideas for the division of the employee performance in academic circles. However, the proposition of contextual performance has received numerous endorsement and in-depth research. Person-organization fit theory originated from person-environment fit theory. There are many researches on the employee performance, but basically from the static perspective, investigating one or two factors that affect the employee performance. Fit theory provides a dynamic perspective for research of the performance. It is still a minority to research employee performance in use of Fit theory, this paper studies the effects that the person-organization fit to the task performance and contextual performance, which make up for the deficiency of relevant research in a certain extent.On the basis of theoretical study of previous scholars, firstly, this paper propose the theoretical hypothesis between the person-organization fit and the employee task performance and the contextual performance; furthermore, introducing employee engagement as intermediary variables in person-organization fit and employee task performance, contextual performance model. Secondly, this Paper collected data by questionnaires, then used SPSS17.0to conduct reliability analysis. And then engage in correlation analysis and regression analysis between the two of them, to validate the effects of person-organization fit to employee task performance and contextual performance; and inspect the intermediary role to employee engagement. Lastly, this Paper discussed the above conclusions, Proposed management suggestions, defects of this study and direction of further study.This Paper concluded innovations as followed:1, this paper studies the effect mechanism between person-organization fit and employee performance systematically, which make up for the deficiencies of existing studies;2, this paper put employee engagement as the intermediary variables between person-organization fit and employee performance.