The Relation Between Value Fit And Involvement Of New-Generation Knowledgeable Staff

Knowledge-type staff of new generation is one special group, they are impressed onsome stubborn image: the only child, higher education revolution, college increasingenrollment, time revolution, market economy, the culture conflict of eastern and westernculture and so on. In recent years, the quantity of knowledge-type staff of new generationhas been more than of in the enterprise, and40.5%of whom born in1980-1984has beenthe core position. However, based on 《the payment white paper of China in2012》, theseparation of Knowledge-type staff of new generation is30%, which shocks the managerand scholar. Then the research about Knowledge-type staff of new generation is hot spot inacademic area at home and abroad.This research has done some systematic literature review, and summarized the shortagebased on research about value fit, perceived organizational support, job involvement. Aimedat the shortage, this research has issued amounts of questionnaire and done some empiricalresearch. The main points are:(1) the status quo of the value fit of Knowledge-type staff ofnew generation;(2) discuss the relation and the mechanism between the value fit and jobinvolvement, and make perceived organizational support as intermediate variable anddiscuss its intermediary effect.Through the theoretical deduction and the empirical study of207effectivequestionnaires, this study obtains the following results:(1) compared with the value fit ofparent knowledge-type staff, the "staff and team orientation" and "performance orientation"aspect ratio of the new generation of knowledge-stuff is low, and "innovation anddevelopment orientation" fit is low;(2) the value fit of the new generation ofknowledge-type stuff have significant positive effects on a job involvement, perceivedorganizational support;(3) perceived organizational support plays an intermediary rolebetween value fit of the new generation knowledge-type stuff and job involvement.Based on the above results, this research draw a further conclusion, and put forwardsome theoretical and practical implications:(1) the enterprise can carry out recruitment of adouble conjunction recruitment concept, establish the perfect training system andcompetitive compensation mechanism, focus on innovation and development to improve thevalue fit degree of new generation of knowledge workers;(2) internalization oforganizational values, to achieve personal and organizational values highly fit;(3) improvethe perceived organizational support, and make the employees to improve their level of jobinvolvement.