Research On Person-enterprise Value Fit,Job Performance And Employee Work Well-being

With the advent of the era of cultural management,the superiority of value fit has become increasingly prominent.The academic research focus gradually shifts from corporate value singly to a two-way fit between person and enterprise values.As sources of value creation,employees gradually awaken their self-management consciousness and pay more attention to their health and happiness in workplace.Therefore,how to improve employee work well-being is especially important for organizational dynamic management and change in the new era.Most of the existing researches have analyzed the formation mechanism of work well-being from single and static perspectives,so they can't explain the differences in individual attitudes better.Finding out the formation mechanism of work well-being in the level of value fit is important to analyze the “mystery of work well-being” and improve employee work attitude.Based on the social identity theory and the similarity-attraction theory,this study organically integrates the internal fit of individual and corporate values,job performance and supervisor support,focusing on the multiple internal mechanism that affect employee work well-being.Firstly,this study summarizes and reviews the domestic and foreign research results of person-enterprise value fit,work well-being,job performance and supervisory support.Secondly,this paper regards job performance as a mediator variable,supervisor support as a regulatory variable,on the basis of theoretical discussion and mechanism analysis,the author proposes and constructs the regulated mediation hypothesis and model between person-enterprise value fit and employee work well-being.Then,this paper uses the qualitative research and structural equation model to select and verify the scale required by the questionnaire,and through the variance analysis,correlation analysis,regression analysis,mediation test and regulated mediation test to verify the research hypotheses among person-enterprise value fit,job performance and employee work well-being.Finally,based on empirical research conclusions,this paper proposes management suggestions for improving work well-being in view of value fit.The research conclusions show that:(1)Person-enterprise value fit can be divided into three dimensions: internal integration,external adaptation and social responsibility.Employee work well-being can be divided into three dimensions:cognitive well-being,professional well-being and social well-being.Person-enterprise value fit has a significant positive effect on employee work well-being,which can effectively improve employee work well-being.(2)Job performance plays a mediating role in the relationship between person-enterprise value fit and work well-being,confirming the conclusion that value management can effectively promote performance management and thus enhance employee work well-being.(3)Supervisor support has a regulatory effect,it plays a positive regulation role in the direct process of person-enterprise value fit and work well-being,also influences the indirect process that person-enterprise value fit affects work well-being through job performance.(4)According to the research conclusions,this study proposes the management strategies and suggestions based on value fit,including improving the efficiency of recruiting and selecting talents,paying attention to the organizational socialization of new employees,stressing the value management of talent selection and assessment,and strengthening performance flexible management and supervisor support to improve employee work well-being.