Enterprise Person-organization Fit Mechanism To Examine The Effects Of Happiness To Work

Job-related well-being is the subjective well-being reflect in the workplace, is mainly refersto employees’ cognitive assessment and emotional experience about job itself or the workingenvironment. Person-Orgnization Fit (P-O Fit) shows the compatibility and consistency betweenthe individual and organization. Psychological empirical research methods used in this study toexplore the comparative analysis about effects of P-O Fit on Job-related well-being; theintermediary effects of psychological authorization, organizational commitment between P-O Fitand Job-related well-being; the moderating effects of CPM leadership behavior between P-O Fitand Job-related well-being. The results showed that:(1) The enterprise staff’s P-O Fit and its three dimensions (values fit, need-supply fit,requirements-ability fit) has significant positive prediction effect on Job-related well-being, andit proved to be the need-supply fit has the biggest influence on it.(2) The enterprise staff’s psychological authorization, organizational commitment playpartial intermediary role between P-O Fit and Job-related well-being;(3) Only the C factor in the CPM leadership behavior plays a moderating role between P-OFit and Job-related well-being, while P and M factors are not significant;(4) The enterprise staff’s score of Job-related well-being have significant differences ingender, age, marital status, job level and the nature of enterprise.