Research On The Relationship Of Person-Organization Fit,Organizational Commitment And Knowledge Employees' Innovative Behavior

In this era of information technology,innovation has become the main force that promotes economic development.From the perspective of enterprise survival environment,innovation has gradually become an important means for enterprises to gain competitive advantage and maintain a rapid development along with the fast changes in internal and external economic and technological environment and the increasingly complex market competition.Nowadays,there is no any other enterprises that can maintain continual competitive advantage with the current technology with the rapid replacement of knowledge and technology.Only have the traditional enterprises transformed into the innovation oriented knowledge enterprises can they keep up with changes in the market and take its place in the fiercely competitive market.As an important part of the innovative knowledge enterprises,knowledge workers are the subject and executor in the innovative activities and directly determines the innovative abilities.They are different from common employees,as they generally own a wealth of knowledge capital or special skills with which they engaged in creative work.Based on the perspective of interaction between human and the environment,we selected knowledge workers as the object of research,and studied the relationship among the person-organization fit,organizational commitment and employee innovative behavior.This paper mainly includes six parts:Part ?introduction mainly introduces the background,significance,innovative points,basic thoughts and structural arrangements in order to make readers have a general understanding of the research questions.Part ? literature review mainly reviews the literature of person-organization fit,organizational commitment,knowledge workers and employee innovative behavior in order to build a solid foundation to put forward the research framework.Part III research hypothesis and theoretical model put forward research hypothesis and construct the theoretical model.Part IV research design and data collection mainly describe the process of the design of the questionnaires and the collection of data.Part V empirical analysis mainly analyzed these data comprehensively and systematically,including descriptive statistics analysis,variance analysis,reliability and validity analysis,correlation analysis,regression analysis and structural equation path analysis.Then on the base of these,the research hypotheses were verified.We draw some conclusions as follows:First,person-organization fit and its three dimensions all have a significant positive impact on knowledge employee innovative behavior.Among which the value congruence has the greatest influence.Second,person-organization fit and its three dimensions all have a significant positive impact on organizational commitment.However,only value congruence has no significant impact on continuous commitment.Third,organizational commitment and its three dimensions all have a significant positive impact on knowledge employee innovative behavior.Among which the normative commitment has the greatest influence.Forth,organizational commitment plays a partial intermediary role in the relationship of person-organization fit and knowledge employee innovative behavior.Among which the normative commitment fully mediates the relationship between value congruence,demand-ability fit and knowledge employee innovative behavior,and partially mediates the relationship between need-supply fit and knowledge employee innovative behavior.The research significance of this paper mainly reflects in the following aspects.First,it can enrich and supplement the theory of person-organization fit,organizational commitment and employee innovative behavior.Besides,this paper can promote the development of the research on the influencing factors of employee innovative behavior.Second,as the conclusions put out:person-organization fit and organizational commitment both have a significant positive impact on knowledge employee innovative behavior.So,it is of great significance for managers to stimulate and boost the innovative behavior of knowledge workers and to save knowledge human resources.