An Impact Of Person-Environment Fit On High-Potential's Retention

How to attract and retain high-potential talents is always a big problem faced by small and medium-sized private enterprises.From an enterprise point of view,to high-potential talent "not to lead,not to stay" to become a lot of small and medium-sized private enterprises of the normal,some enterprises even the introduction of high-potential talent is afraid of the psychological,fear of talent to use bad,not into the existing team,do not work how long to leave;from a personal standpoint,high-potential talent has a higher level of knowledge and ability to quality,the general expectation in the "big Enterprises","famous enterprises" and other more ideal platform to display their own talent,small and medium-sized private enterprises in the nature,scale and visibility and other aspects of the lack of potential higher talent "natural"attractions.From the current research in academia,the existing research on talent retention is mainly aimed at "big enterprises","famous enterprises",while large enterprises and well-known companies in capital,brand,management and geographical location and other aspects of small and medium-sized enterprises are difficult to catch up with the resource advantages,most of its conclusions for small and medium-sized enterprises do not have universality.Therefore,the research on how to keep high-potential talents in small and medium-sized private enterprises has higher theoretical value and practical value,which will provide enlightenment for the small and medium-sized private enterprises to retain potential higher talents,provide reference for high-potential talents to choose employers,and provide reference for university students' employment.Firstly,this study focuses on the unique phenomenon that a typical small and medium-sized private enterprise has successfully retained high-potential talents.Then through the exploratory single case study method to solve the "Why(Why)" and "How to retain" the problem,and based on the theory of the roots of the concept,refining the proposition,the establishment of a personal-environment matching,organizational commitment and retention intention,the " person-environment multi-angle dynamic fitting model".The research found that,firstly,the individual-environment multi-angle dynamic matching is the core factor of high-potential talent retention;Secondly,the mechanism of interaction between individual and environment is multidimensional and dynamic;Thirdly,small and medium-sized private enterprises do not have the scale advantage of large enterprises and the nature and resource advantages of SOEs and foreign enterprises,However,if we can adjust and improve the matching degree deviation according to the different matching dimensions according to the person-environment multi-angle dynamic fitting model,the target of attracting and reserving high-potential talents can be achieved.Furthermore,small and medium-sized private enterprises have more flexibility in the supply and adjustment of all kinds of matching.