The Mechanisms And Contingency Factors Of How Person-Organizational Fit Impacts On Employee’s Innovative Behavior

With the coming of the knowledge economy era, innovation ability has become the main driving force of economic development. Individual innovation is the foundation of the enterprise and national innovation. About the causes of innovative behavior, there are so many researches which focus on the individual factors,environmental factors and the interaction of individual and environmental factors. The concept of person-organization fit embodies the interaction between person and environment, which provides a new perspective and idea for understanding employee’s innovative behavior.Some scholars have confirmed that person-organization fit has a significant positive impact on employee’s innovative behavior. But there are still the following deficiencies: Most of the research on innovative behavior as a whole construct,ignored the stage and complexity of innovation behavior; there are little research on studying the relationship from the perspective of creative self-efficacy; most of the previous research concerned about students, scholars have gradually expanded the research background to enterprises and other organizations in recent years, but most of the industry is dispersed and lack of representative.In this study, we set up a theoretical model of the relationship between person-organization fit, creative self-efficacy and employee’s innovative behavior. We study the relationship from the perspective of creative self-efficacy, and further explore the correlation between the different dimensions of person-organization fit and the various dimensions of innovative behavior. Also, because of the industry characteristics of innovative behavior, we choose the research and development employees which work in the internet/software/hardware/communications industry asour objects. We hope to help enterprises to understand the psychological process and behavior of individual innovation, so we can promote the sustainable development of enterprises and the rapid innovation of the industry through developing human resources management program.This study collects real data through questionnaires which cover Beijing,Shanghai, Changchun and Harbin. A total of 300 questionnaires were distributed, and262 valid questionnaires were obtained. Through literature review, theoretical model,payment collection and statistical analysis of questionnaires and data, we obtain the following conclusions: Firstly, person-organization fit has a significant positive impact on employee’s innovative behavior. Secondly, creative self-efficacy plays an intermediate role between person-organization fit and employee’s innovative behavior.Thirdly, organizational justice can moderate the relation between person-organization fit and innovative behavior. Theoretical model has been verified.The research not only enrich the empirical study on the relationship among person-organization fit, creative self-efficacy and employee’s innovative behavior, but also gave advice to the management practice: Focus on person-organization fit,pay more attention to employee’s innovative behavior;Enhance the organizational justice of employees so as to promote them performance more innovative behavior.