The Research On Corporate Employee Engagement Based On The Perspective Of Person-Organization Values Fit

Along with the rise of Positive Psychology movement, employee engagementhas become a academic research hotspot in current human resource management and organizational behavior field. Gallup and so on, meanwhile, the world famous consulting companies have released a series of employee engagement survey, with its different findings styles, causing outcry and controversy among domestic agencies and the public. Based on the current economic transition of Chinese social cultural background, the analysis explores the impact of corporate cultural values on employee engagement, by means of "person-organization valuesfit" research perspective, through the questionnaire data from security enterprises, quantitatively carried out research on the influence of employee engagement.(1) Organizational values that employee perceived impact positively on employee engagement. As the core subjects of organizational culture, which is a shared cognitive system of members, organizational values plays an important role in staffs inherent characteristics of passion, dedication and organization belonging. Employees in their daily work life of cultural values "subtle" type of situational perceptual experiences process, can significantly affect the employee’s work energy, vigor, ability and dedication. This study found that social responsibility, the pursuit of customer orientation, advocated change in triumph of organizational values have a particularly positive impact on Chinese employees. In the cultural management activities of companies, enterprises need to focus on cultivating core values.(2) The better person-organization valuesfit, the higher employee engagement. The values of fit is the key issue of mutual fusion between employee and organizational culture. On the one hand, members actively "adapt" to the organizational life everywhere and always have differentiated perceptions on organizational values ("perceived values"); on the other hand, organizations constantly "socialize and domesticate" members and shape the values shared by the whole organization system("expected values"). When employee’s perceived and expected level of the organizational values is more consistent, person-organization valuesfit is more higher, the staff of the more motivated and excited inputs such as energy and power, the higher the employee engagement. This statistical analysis showed that person-organization valuesfit can positively and significantly explain40.5%of the variation of employee engagement. In order to actively and effectively respond to constant changes in the organization of macro-environment and individual needs of staff, companies need to motivate employee targeted.(3) Employee engagement under different individual characteristics have significant differences. The results showed that age, education background, years of staying in organization, marital status factors have a significant impact on employee engagement; but the effect of gender factor has not found. Employees (such as graduated new staff, director of elder unmarried, middle backbone) for different characteristics, companies need to "identify the root cause, then suit the remedy"to enhance employees’ perception of the member role and recognition of organizational values, stimulate their vigor and dedication, so as to enhance person-organization valuesfit and employee engagement.