The Effect Of P-O Fit On Employee’s Innovation Behavior

Innovation is the essence of economic development, taking the road of innovation drivenis the inevitable trend of world economic development. At present, China is experiencing thetransformation of the economic form and economic structure of agriculture, industry and thethird industry, the development of the whole society rely on the intellectual capital instead ofnatural resources. In the competitive market environment, enterprises have to rely oninnovation to gain competitive advantage for survival and development. Organizationalinnovation dependent on individual innovation, and it is no longer confined to the R&Ddepartment, but in any department of the organization and activities of any position, any link.Individual innovation is the basic unit of organization innovation process, is the foundation oforganizational innovation.Based on the perspective of interaction between person and the environment, in order toanalyze the innovation behavior, we take the person-organization fit variable in this paper,then introduce the concept of self-efficacy to explore the relationship between the threefactors and the mechanism of action. Through combing the domestic and internationalresearch, exchange theory and the theory of planned behavior in the psychological fieldtheory, social cognitive theory, social, and analyzed the relationship between personorganization fit, self-efficacy and employee innovative behavior, constructs a theory model ofthought and put forward the hypothesis. Through research and careful design, using themethod of questionnaire investigation, conducted confirmatory factor analysis, to ensure thereliability and validity of the correlation analysis, further, the main effect model, theintermediary effect model, the model is tested by using the regression analysis and structuralequation model, validate the theoretical model and research hypothesis the establishment of.Based on248valid questionnaires were collected, to analyze data to draw the followingmain conclusions by using SPSS19.0and LISREL8.70:First, individual character has a significant effect on innovative behavior, whetherdifferent age, education level, job nature and requirements innovative individuals showedsignificant differences in innovation behavior, no significant effect of gender, age, jobposition and industry life and unit of innovation behavior.Second, all of the supplementary fit, needs-supplies fit, demands abilities fit hassignificant positive effect on Employee Innovation behavior, including the impact ofmatching the most significant.Third, self-efficacy plays a partial intermediary role between the relationship ofperson-organization fit and Employee Innovative Behavior. Which has a completelymediating role between the supplementary fit, demands-abilities fit and employee innovative behavior, needs-supplies fit effect on the employee innovative behavior does not pass theself-efficacy of transfer.Fourth, the supplementary fit, needs-supplies fit on self-efficacy has a significantpositive effect, demands-abilities fit had no significant effect on the sense of self efficacy.Fifth, self-efficacy has significant positive effect on Employee’s Innovation behavior.