Effect Of Person-organization Value Fitting On Job Performance

In the era of knowledge economy, the stability of organization has become thecompetitive advantage, along with the new generation of employees entering the workplace,the stability of the staff has been a challenge, how to improve the job performance ofemployees while ensuring the stability of the organization, which has become a imperativeproblems to be solved."Human behavior is the result of the individual’s inherent personality and environmentinteractions," and the values of the people and organizations are the key,the intrinsic valuesof the individual interacts with the organizational values, which influences individualbehavior and thus have a positive or negative effect. Meanwhile, the senior scholar have ain-depth research of the value fit, on this basis, further research on the impact of value fit onjob performance, on the basis of previous added "organizational identity" mediating effect test,and improving the structure on job performance, citing four dimensions of job performancemodel, and to verify the relationship of the value fit and innovation performance.On the basis of valid questionnaires, using independent samples T-test and ANOVA,finding that the values of fitting degree does not exist significant differences in demographicattributes, the values of "scientific truth","staff team","dedication orientation.","innovationdevelopment" dimension exists significant differences in terms of age and24-30years oldemployees in this four-dimensional higher scores, poor staff aged under23to match thelowest values, and dedicated staff team oriented aspects;"scientific truth" was significantdifferences in the status of marriage, married employees "scientific truth" score is poor;Subsequently, using of "correspondence analysis" of the values of the current situation to havethe further analysis. In the study of the impact on job performance and value fitting, using thestructural equation model to validate the assumption of Chapter IV; meanwhile usingintermediary inspection procedures to verify the effect of "organizational identity" mediatingeffect exists, But, in addition to the influence of "value fitting" on "Survival of identity","Organizational identity" without significantly affected, other assumptions are established,then the positive impact of value fitting on innovation performance is significant.Based on the hypothesis testing, a feasible path proposed by enhancing the degree ofmatching values to improve job performance, matching the values embedded in the interviews,new employee training, organization design and performance management systems andmanagers behavior, and giving job prospects in all aspects; also proposing a number ofrecommendations on human resources management.Deepening the theory study of the p-o value fitting impacting on job performance, andverifying the relationship between the values of matching degree and innovation performance;and making strong operational advice and strategies.