Research On Employee Organizational Citizenship Behavior From The Perspective Of Multiple Fit

With the steady progress in adjusting the economic structure of our country,the “pain” of reform leads to the increasing pressure from the downward of overall economic.In order to cope with the increasingly severe external environment,enterprises continue to seek the solution to improve their own competitiveness.As the employee's voluntary behavior which is beneficial to the organization,employee's organizational citizenship behavior is self-evident to enhance the competitiveness of enterprises,so it is widely concerned by the academics and the practical circles.In stimulating employee's organizational citizenship behavior,previous research results are quite good,mainly reflecting at two aspects of situational factors and individual factors,which looks like parallel.Admittedly,organizational citizenship behaviors are influenced by situational factors and individual factors,but only a single aspect and ignoring the interaction between situational factors and individual factors is unfavorable to the development of the organizational citizenship behavior theory.Based on this,this study is to study the impact of person-organization fit on employee organizational citizenship behavior from the perspective of fit,so as to make up for the weaknesses of existing research.In addition,most of the existing research on the person-organization fit treat the person organization fit as a whole,or directly as the fit of values,goals between the individual and organization,it is necessary to explore the internal structure of the person-organization fit.Finally,there still have something to do with the mechanism behind the two.Based on the defects and disadvantages of the existing research,this study focuses on two aspects: first,the impact of the overall dimensions and internal structure of person-organization fit on the organizational citizenship behavior;second,focusing on the impact of person-organization fit on the organizational citizenship behavior,we further introduce the employee satisfaction as a mediator behind in order to reveal the mechanism of the impact of the person-organization fit and the internal dimensions on the employees organizational citizenship behavior.Using the domestic and foreign related database,the writer collect and read many literatures about personal-organization fit,employee satisfaction and organizational citizenship behavior,sort out the relationship between the three on the basis of these literatures,then put forward the corresponding assumptions.Suing the existing maturity scale to collect data,we use the SPSS19.0 to analysis data verifying the hypothesis.Through empirical analysis,this paper draws the following conclusions:(1)Both person-organization fit as a whole and its three dimensions will have a positive impact on employee organizational citizenship behavior.The values fit has the most important influence on organizational citizenship behavior of employees,and the influence of demand fit on organizational citizenship behavior is the minimum.(2)In the process of the impact person-organization fit as a whole and its three dimensions on employee organizational citizenship behavior,employee satisfaction play the role of mediator.Based on the above conclusion,to stimulate employee organizational citizenship behavior,enterprises can adopt some new measures: combination of screening and training,enhance the value fit;the combination of material and spiritual incentives,enhance the demand fit;the "best use",strengthen employee skill training,enhance the ability fit.On the other hand,enterprises should pay attention to the employee's satisfaction.In addition to enterprises,this paper also provides some suggestions for employee's career development.