Research On The Effects Of Person-job Fit On Organizatioanal Citizenship Behavior

Foreign scholars have carried out the thorough research and the scientific and reasonable verification about the influence of person-job fit on organizational citizenship behavior. The study found that person-job fit on organizational citizenship behavior has a positive influence. Compared with foreign scholars, domestic have rarely been proposed and studied the influence of person-job fit on organizational citizenship behavior, and the relationship between person-job fit and organizational citizenship behavior is unclear. Based on the gaps in the our country on person-job fit and organizational citizenship behavior research, researching the relationship between person-job fit and organizational citizenship behavior in the context of domestic enterprises is very necessary. And we explored the intermediary role of felt obligation in person-job fit and organizational citizenship behavior relationships. In addition, we also introduced organizational support as the moderator, to explore the regulation of organizational support in the process of person-job fit influence on the felt obligation.In this paper, questionnaires are used for data collection, and all scales used in the study were translated from foreign recognition of higher scales, using the seven grade evaluation criteria were evaluated. We collected data from 78 business executives and 241 employees of 8 architectural design companies in Shenzhen being investigated as a valid sample. In this study, we used statistical analysis software SPSS 18.0 and AMOS 17.0 to test the reliability and validity of the data and verify three hypothesis of this paper presented by multiple regression approach and confirmatory factor analysis.Via the validation analysis of data collected, research results show that: in the domestic enterprises background, person-job fit also has a positive influence on organizational citizenship behavior. Person-job fit has a positive impact on the felt obligation, and felt obligation further promotes organizational citizenship behavior, thus proving that the mediating role of felt obligation in the influence process of person-job fit on organizational citizenship behavior. Besides, organizational support moderates the relationship between person-job fit and felt obligation to some extent. Finally, integrating the conclusions of data validation, the findings of this paper are discussed as well as prospects for future research directions.