A Study On The Impact Of Person-organization Value Fit On Employee Innovative Behavior

Along with the increasingly fierce competition in enterprises’ exterior, innovation has become an inevitable requirement of continuous improvement. The Companies without innovation will not be able to keep up with the pace of technological progress, and can hardly meet customers’ demands, which will eventually be eliminated by the market. Individual innovation is the source of the team and organization’s innovation. Individual innovation’s quality has the direct bearing on the whole company’s innovation performance. Therefore, the key to reach organization’s innovation is to stimulate every employee’s innovative behavior.When employees identify the organization, this sense of identity can be reflected to the employees’ working attitude and behaviors, which may be positive and active. Person-organization value fit reflects the degree of consistency between the values of individual and organization. The better the individual’s value fit that of organization, the more the individual will identify the organization. Thus employees may have stronger senses of belonging and responsibility to devote themselves to work on their own. Then they will actively seek new ways to improve their work and find solutions to solve the problems they met in work, and also unremittingly in the face of difficulties, which is conducive to innovative behavior generation.Based on the social identity theory, we explore the mechanism of employee innovative behavior. Discuss the impact of person-organization value fit on employee innovative behavior and the work engagement’s role in this process to offer enterprise managers some suggestions. We use empirical research methods, through using software SPSS19.0 and LISREL8.70 to analysis the 302 questionnaires.The result represents that person-organization value fit has a significant positive correlation with employee innovative behavior and its dimensions. Person-organization value fit has a significant positive correlation with work engagement. Work engagement and its dimensions have significant positive correlations with employee innovative behavior. Work Engagement completely mediates the relationship between person-organization value fit and employee innovative behavior and its dimensions.Combined with the research results, we put forward some suggestions for the management practices of enterprises. Firstly, enterprise should pay attention to the person-organization value fit. For example, the enterprise should choose the staff whose value is similar to that of enterprise in the recruitment, make employees identify with organization’s values through extra trainings, and can also establish a good internal communication and feedback mechanism to narrow the gap between the values of employees and enterprise. Secondly, the enterprise should strengthen the organization building of values and create innovative atmosphere, through advertising and rewarding innovative ways to encourage employees to innovate, establishing a harmonious working atmosphere and providing adequate resources to support innovation. Finally, the enterprise should strengthen the attention of employees’ work engagement, through the management practices to enhance employees’ work engagement level, so as to promote the employee innovative behavior.