On The Comparison Of The Impact That The "Person-Organization Fit" Of Different Types Has On Occupational Adaptability

With the development of market economy and private enterprises domestically, enterprises, staff-related issues of concern, and for every employee needs to undergo an individual from outside to enter the integration process within the organization, namely occupational adaptation process, the paper hope to pass a new perspective to understand research career adaptation, person-organization fit and adaptability areas provide valuable research results, providing some personnel management recommendations.The study object of this thesis is new recruits. From the perspective of person-organization fit, this thesis study the degree that different fit types of new recruits effect professional adaptability. The goal of the study is to compare the different influence that different type fit has on professional adaptability on the basis of building evaluation system of professional adaptability to offer advice to personal management of organizations. This study measures consistent fit and complementary fit with person-organization fit survey and measures professional adaptability using professional adaptability survey and the survey of subjective professional obstacles.400 questionnaire were sent out to 400 employees who started to work within 4 years and 352 valid questionnaires are obtained. After analyzing SPSS data, the author get these results.(1) professional adaptability is not effected much by the factors of gender, family source, working years, work experience, reward and punishment and major. Different gender has obviously different results in dimensions of professional skill adaptability and external obstacles. Reward effects a lot in internal dimension. Different work experience has obviously different results in dimension of objective environmental adaptability. Different working years has obviously different results in dimension of professional skill adaptability.(2) Different type fit correlate significantly with professional adaptability. More specifically, consistent fit apparently positively correlate with professional adaptability while it apparently negatively correlate with subjective professional obstacles; complementary fit apparently positively correlate with professional adaptability yet it apparently negatively correlate with subjective professional obstacles.(3) Different type fit and its dimension correlate with professional adaptability and its dimensions. More specifically, different type fit and its dimension apparently positively correlate with professional adaptability and its dimensions, yet apparently negatively correlate with subjective professional obstacle and its dimensions. Among those relationships, the correlation between the value dimension and the working attitude dimension of consistent fit and professional adaptability is strong, the correlation between the need-ability dimension of complementary fit and professional adaptability is strong.(4)The effect relationship between different type fit and professional adaptability is different. The positive effects consistent fit has on professional adaptability is stronger than complementary fit. Negative effects consistent fit has on subjective professional obstacle is stronger than complementary fit.