Research On The Effects Of Person-Organization Fit On Career Success And Organizational Performance

In the early1990s, with the frequent emergence of organizational merger and layoffs, organizational structure became more flat, changes have taken place in people’s professional values, and some new concepts were constantly created, such as "Boundaryless career""Intelligent career","Protean career", etc. The emergence of new career has caused a series of changes of employment relationship, psychological contract and career management; it also proposed a new challenge to individuals and organizations. At the same time, the new career has made researchers in the field of organizational behavior and human resource management paid more attention to person-organization fit.There are two reasons for this. On the one hand, the insecurity of job reduces the employees’organizational commitment, so that the employees are no longer committed to the organization, but improve the employability as the first target; they also replace the traditional organizational career management with the individual career management; at the same time, they replace the traditional objective career success criteria with the internal subjective career success criteria. On the other hand, due to the complexity, variability and uncertainty of the organization’s business environment, as well as the impact of structural adjustment and other factors, human resource management practices of the organization is facing a severe test. How to reduce the turnover rate, select the employees who identity the organizational culture and meet the requirements of organizational development? How to improve employees’ organizational commitment and the employability of employees through training? How to fit the individual career management and the organizational career management, the individual career development and the organizational development, so that the employees and the organization can maintain homeostasis and consistent? This is a new research topic that scholars of organizational behavior and human resources management field to study.Clarifying the dual effects and the action mechanism of person-organization fit on career success and organizational performance will provide guidance to individual career development and organizational development.Firstly, based on the review of related literatures, we put up the mechanism model of person-organization fit on career success and organizational performance; and then modified the existing measurement scale; after that, we chose279MBA members and managers to answer the questionnaire; finally, we used SPSS18.0to analysis the data, the main methods including correlation analysis, regression analysis, single factor analysis of variance, independent T-test and so on. The results showed that: (1) There was a significant difference that the impact of different levels of demographic variables on person-organization fit, employability, career success and organizational performance.(2) There were positive correlations among person-organization fit, employability, career success, organizational performance and their dimensions; person-organization fit can predict career success, organizational performance and their dimensions; employability can predict career success, organizational performance and their dimensions; person-organization fit can predict employability and its dimensions.(3)Employability played a partial mediator in person-organization fit and career success, and also in person-organizational fit and organizational performance. Further studies showed that employability also acted as an intermediary in the person-organization fit and perceived external marketability.This artical verified that the fit between individuals and organizations, the mutual cooperation and common responsibilities of cultivating and improving employability had a direct impact on individuals’career success and organizational performance.