Researcn On The Influence Of Person-Organization Fit On Employee’s Innovative Behavior

From the competition situation of the world today, innovation sustains the progress of a nation, and it is the key factor for a country to obtain the comprehensive competitiveness. As an innovative country strategy put forward in China, enterprise beyond doubt becomes one of the main parts of the independent innovation system. However, inadequacy of independent innovation ability becomes the stumbling block of the development of independent innovation system. The main reasons are the lack of core technology, high-quality and creative talents, and perfect incentive mechanism. Predictably, the creativity staff is the drive source of enterprise innovation, to improve employee’s innovative behavior is the foundation of the innovation ability of the enterprise.Based on the background, this article selects creative self-efficacy as the mediator variable, studies the employees in enterprises, and analyzes how person-organization fit influences creative self-efficacy and employee’s innovative behavior, and whether person-organization fit influences the directly or indirectly through the mediating force of creative self-efficacy.Firstly, this paper reviews the previous theoretical developments of person-organization fit, employee’s innovative behavior and creative self-efficacy, and raises the research hypotheses and a theoretical model. And then surveys334employees in Beijing, Wuhan, Guangzhou and Shenzhen by using questionnaire to obtain the empirical analysis data. SPSS17.0and AMOS7.0are utilized to analyze the reliability and validity of the questionnaire, and analyze the valid data by correlations and regression. Finally, the SEM is adopted to analyze the theoretical model to select the best fit model. The hypotheses have been mainly tested, and the main conclusions are as follows:(1) Person-organization fit and its three dimensions--supplementary fit, needs-supplies fit and demands-abilities fit have significant positive impact on creative self-efficacy and employee’s innovative behavior.(2) Creative self-efficacy has significant positive impact on employee’s innovative behavior.(3) We find that creative self-efficacy is the mediator of person-organization fit and employee’s innovative behavior, and person-organization fit influences employee’s innovative behavior through the full mediation of creative self-efficacy.According to the research results, relevant management suggestions are brought forth. The limitation of the research and advises of succeeding study are pointed. The study agrees that the enterprises should highlight person-organization fit, train the creative self-efficacy of employees, and build positive organizational culture. Only in these ways, can the employee’s innovative behavior in organizational context be improved.