A Study On The Influence Of Person-Organization Fit On Subjective Occupational Success And Task Performance

In the management practice of enterprises,recruiting employees who meet the requirements of enterprises plays a vital role in the development of enterprises,which has increasingly become the focus of business managers.Recruitment is often accompanied by twoway selection between organizations and employees.The degree of fitting between them is directly related to whether the two parties can reach employment contracts,personal subjective occupational success and task performance can be effectively improved.It can be seen that the person-organization fit of employees has a very important impact on employees' occupational success and task performance.Researchers understand that changes in employees' work values,personality characteristics and psychological needs have an important impact on the construction of a good psychological contract.Therefore,this study attaches great importance to the selection and training of person-organization fit,pays attention to employees' work values,improves the degree of their psychological contract fulfilment,and then promotes employees' subjective occupational success and task performance.The above has important practical significance and theoretical value for promoting enterprise talent accumulation and performance improvement.Based on the theory of social exchange,social information processing and so on,this paper verifies the influence of person-organization fit on subjective occupational success and task performance,and the mediating role of psychological contract fulfilment.Finally,this paper explores the moderating effect of hard work values between person-organization fit and psychological contract fulfilment.The data of this study was collected from 367 new-generation employees of 59 internet enterprises.The model test and data analysis in this paper were carried out by spss21.0,amos21.0 and stata12.This study found that: firstly,personal-organizational fit has a positive impact on psychological contract fulfillment,subjective occupational success and task performance.Secondly,psychological contract fulfillment plays a partial mediating role between personorganization fit and subjective occupational success,and completely mediates between personorganization fit and task performance.Thirdly,hard work values has a negative moderating effect on the relationship between person-organization fit and psychological contract fulfillment,and has no impact on the first half path of person-organization fit to subjective occupational success and task performance through the mederating of psychological contract fulfillment.Based on the results of this study,four management suggestions are put forward in this paper: firstly,the enterprise shouled strengthen the investigation of person-organization fit in the recruitment process,to ensure the fitting of employees and organizations in terms of values.Secondly,the enterprise should improve the induction training system from the perspective of organizational socialization,to help employees better integrate into the organization.Thirdly,the enterprise should perfect the system construction with organizational culture as the key point,and integrate the organizational culture that enterprises attach importance to into the construction of enterprise system.Fourthly,the enterprise should build an occupation development platform to enhance employee's employability and help employees improve themselves to adapt to the increasingly complex employment environment.