Research On The Values Of Person-Organization Fit To Employee's Creativity

The concept of innovation and development is the top of the five major devel opment concepts.The “Thirteenth Five-Year Plan” places it at the forefront of econ omic development.To achieve rapid economic and social development and enhance the overall national strength are inseparable from innovation.Innovation is the sourc e of enterprise development and a magic weapon to gain competitive advantage in market competition.In the enterprise,only by improving employee's ability to innov ate and increase employee's innovation behavior can the company's development be promoted.How to encourage employees to innovate and generate innovation perfor mance is increasingly valued.Scholars at home and abroad have studied the metho ds of motivating employees' innovative behaviors from different perspectives.Some scholars have found that team innovations have a positive impact on internal organi zational innovation.Some scholars also use organizational behaviors as the basis to seek incentives for employee innovation from the micro perspective.Method.From the perspective of the interaction between individuals and environment,this study s ystematically reviews internal and external research on the relationship between indi vidual-organization value matching and employees' innovative behaviors.At the sam e time,it uses internal motivation as an intermediary variable to construct employee s.The theoretical model of innovative behavioral relationships.Through the regressi on analysis of 269 valid questionnaires,the relationship between individual-organizat ion value matching,intrinsic motivation and employee innovation behavior was verif ied,and the following main research conclusions were obtained:(1)Personal-organiz ational value matching motivates employees to innovate;(2)Having innovative idea s is more important than implementing innovative ideas;(3)Intrinsic motivation pla ys a partial intermediary role in the relationship between value matching and emplo yee innovation behavior.Finally,the paper proposes strategies to improve employees' innovative behavior in combination with organizational contexts:(1)clarify job requirements,improve r ecruitment methods,and close recruitment channels;(2)improve talent management mechanisms from the perspective of personal and organizational matching;(3)Rati onally allocate human resources to various departments to support more innovative i deas and put them into effect.(4)Fully mobilize the subjective initiative of employ ees to enhance their intrinsic motivation;(5)Create a relaxed and democratic and i nnovative corporate culture atmosphere and set an example for employees;(6)Unle ash the wisdom of employees,build a platform for innovation,and protect innovati ve intellectual property rights;(7)Give employees opportunities for trial and error without creating results,and establish innovative incentive systems;(8)Intensify inn ovation ability training,Cultivate employees' innovative thinkingThis study enriches the existing research on the relationship between individual-organization value match ing and employee innovation behavior,and breaks through the single influence mod el of personal-organization value matching on innovation behavior,and enriches the mechanism research between matching perspective and innovation behavior.The re search results and management implications enrich the promotion strategy of employ ees' innovation behavior,and provide reference for enterprises to formulate recruitm ent plans and motivate employees' innovation behavior.