Research On The Relationship Between Job Matching And Employee Happiness

Subjective well-being is an important factor affecting employees’ behavior and choices. Research shows that happy employees have higher organizational commitment, absenteeism and turnover rates are lower; radiate significantly associated with productivity, profitability, and job performance. But China Human Resources Development Network in staff had done related employee happiness index survey, the survey results show that the overall level of subjective well-being, Chinese employees are lower. Therefore, subjective well-being of employees obtained the attention of scholars. Study abroad has achieved some results, but the domestic research on subjective well-being of employees is relatively scarce.This paper from the person-job fit to the perspective of a theoretical review of existing research and combing, combined with the human enterprise- to fit the status of work, the establishment of person-job fit model to match the employee’s subjective well-being, and accordingly proposed a series of hypotheses, testing person-job fit to the impact of different dimensions of subjective well-being. And self-efficacy as the moderator, added to the model studied. The questionnaires to employees working for the survey, issuing paper questionnaires and web questionnaires,201 valid questionnaires were collected, using statistical software SPSS 18.0 data collected reliability and validity analysis, factor analysis, correlation analysis and regression analysis, the main conclusions:(1) person-job fit in two dimensions match the positive emotions of the dependent variable, life satisfaction has a positive effect, while person-job fiting negative emotions did not have a significant negative effect to influence; (2) self-efficacy in relationship person-job with the staff to match SWB has a regulatory role, person-job fit and life satisfaction, positive emotions have a positive relationship between the regulatory role of person-job fit and negative emotions are not significant negative regulatory role.Finally, this paper research findings, some suggestions are given human resource management practices:(1) focus on the mental health of employees, increase positive emotions and life satisfaction experience, and strive to improve their happiness levels; (2) full authority, improve employee self-efficacy; (3) improve the training mechanism of enterprises, person-job fiting is a dynamic process, based on changes in the environment that requires companies to constantly adjust positions and staffing, effective training can help employees to quickly adapt to the post of changes brought about by the work of non-adaptive, and also potentially improve the overall skills of employees, its ability to better match jobs. (4) Create a good corporate culture, cultivate a happy and harmonious working atmosphere. Employee behavior is heavily influenced by corporate culture, a democratic and harmonious corporate culture can bring a higher degree of subjective well-being for employees. In addition, companies can provide better welfare staff regularly organize recreational activities, both to facilitate more communication between staff and communications, but also to employees stronger sense of belonging, thereby increasing their subjective well-being.