An Empirical Research And Application Of Civil Servant-organization Fit Of BA City

Along with the acceleration of globalization, marketization, informationization andthe progress of scientific and technological, economy and social undertakings boomingmeanwhile, it brings a variety of new problems of social public management. Politicalparty and government departments of western countries had carried out reformation tothe human resources system to adapt to the economic society’s severe changes. Chinesegovernment department is also implementing deepen reformation of the cadre personnelsystem. During this period, person and organizations are facing with a variety ofchanges, and it is urgently need to solve the problem between person and organizationfit.This study is research on Civil Servant-Organization Fit. It no longer only stressesthe matching between the individual of civil servant and specific post, but also layemphasis on the matching between individual values and organization values, and thematching between individual inherent characteristics and government organizationcharacteristics, etc. Besides, this study stands on the view of person-organization fit toresearch on influence to civil servant’s working attitude and performance. According tothe above theoretical basis, we combine the current situation and existing problemsbetween the civil service and the cadre personnel management of BA city, using SPSSstatistical tool to make Exploratory Factor Analysis, Descriptive statistics andcorrelation analysis, fit analysis and hierarchical regression analysis through420piecesof surveies which were finished by the party and government organs unit and townshipcivil servants of BA city for making more targeted suggestions and countermeasures toimprove civil servant-organization fit of BA city.After the empirical research of Civil Servant-Organization Fit of BA city, we findthat in addition to gender, individual civil servant of other different characteristics hasdifferent influence on organizations match, work attitude and job performance.According to the hierarchical regression analysis, we can see that the educational degreeand administrative level of a civil servant has positive relationship with their jobsatisfaction and organizational commitment; on the other hand, the years they work inthe government entity has negative relationship with their job satisfaction andorganizational commitment; age, educational degree, the administrative level has positive relationship with task performance; the educational degree and administrativelevel has positive relationship with contextual performance. The consistent matchingand complementary matching of civil servant has significant positive correlation withthe factor of work satisfaction on work attitude; the complementary matching toorganizational commitment has significant positive correlation, but consistent matchingdoesn’t have significant positive correlation with the factor of work satisfaction; theconsistent matching and complementary matching has significant positive correlationwith the factor of task performance on job performance; complementary matching hassignificant positive correlation with the factor of contextual performance, but consistentmatching doesn’t have significant positive correlation with the factor of contextualperformance. Through these series of study, we can make pointed references on how tostrengthen the measure and countermeasure between civil servant of BA city andorganizational fit through controlling these variables. At the end of this study, itexplains the boundedness of this research.