Relationship Research Between P-O Fit And Job Performance About 80s Knowledge Employees

With the rapid development of social economy and the higher level of education has become more and more popular, knowledge has become an important factor in affecting the development of economy and society, the resulting knowledge-based talents plays a pivotal role in the company development, especially 80 s knowledge-based employees have become the backbone of company development. When stepping into the workplace, 80 s knowledge-based employees pay more attention to achieve self-value instead of pursuing the peaceful and quiet environment. Only a enterprise manager fully mobilizes their enthusiasm for work, releases potential abilities, can the enterprise have a invincible position in the complex and changeable marketing competition. Among the many factors that affect their enthusiasm and performance, the work attitude has been the focus of the domestic and foreign research scholars. This study selects person-organization fit, a significant impact that aspect of the work attitude to study. We explore the impact of person-organization fit to performance in the theoretical and empirical research methods.The study adds another factor affecting the job performance, organizational commitment as a mediator variable. This study will apply the research conclusion to the practice, and put forward the feasible suggestion for the enterprise’s human resources policy.In this paper, we study the relationship between person-organization fit and employee performance, also discuss the inter-mediation of organizational commitment, taking Shanghai 80 s knowledge-based employees as research object. The research model is constructed, and the research hypothesis is put forward on the basis of literature research.In this study, the reliability and validity, the analysis of single factor analysis, correlation analysis, regression analysis and structural equation analysis of the questionnaire are analyzed by SPSS19.0 software. The results of research and analysis are basically confirmed the theoretical model and research hypothesis, the main conclusions are as follows: person- organization fit has a significant positive effect to improve employee job performance; person-organization fit has a significant positive effect to organizational commitment; organizational commitment has a significant positive effect to job performance; organizational commitment plays a mediating role in the person-organization fit and job performance. Finally, it puts forward policy and practical suggestions on how to improve the level of organizational commitment and person-organizational fit, then improve the performance of employees and enterprises.