个人-组织匹配与工作满意度——价值观匹配、需求匹配与能力匹配的比较研究被引量：44

Person-Organization Fit and Job Satisfaction:Comparative Research on Value Congruence,Need-Supply Fit and Demand-Ability Fit

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摘要以华中及华南地区22家企业1000名企业员工为调查对象,比较个人-组织价值观匹配、需要-供给匹配与要求-能力匹配影响工作满意度时的相对效应。运用结构方程模型和层次回归等方法对收集的839份有效问卷进行统计分析,结果显示:需求匹配对工作满意度的预测效应最大,价值观匹配对工作满意度具有一定影响,能力匹配对工作满意度没有显著作用,从而揭示了需求匹配对工作满意度的优势效应。研究结果有效拓展了中国背景下的个人-组织匹配研究,并为企业开展有效的匹配管理提供了建议。 Based on the sample of 1000 employees from 22 Chinese organizations, this paper compares the effect of value congruence, need-supply fit, and demand-ability fit for predicting the employees＇ job satisfaction. Using SPSS11.5 and LISREL8. 30 on 839 available questionnaires, it is found that need-supply fit had the biggest effect on job satisfaction; value congruence had some effect on job satisfaction; demand-ability fit had no significant effect on job satisfaction. The result has shown the dominant effect of need-supply fit when predicts employees＇ job satisfaction. The primary theoretical and practical contribution of this study is the development of person-organization fit theory and the suggestion for improving the efficient fit management.

作者赵慧娟龙立荣

机构地区中南财经政法大学公共管理学院华中科技大学管理学院

出处《工业工程与管理》北大核心 2009年第4期113-117,131,共6页 Industrial Engineering and Management

基金国家自然科学基金(70671046) 湖北省就业与再就业研究中心课题基金(2008A0023)

关键词个人-组织匹配价值观匹配需求匹配能力匹配工作满意度 person-organization fit value congruence need-supply fit demand-ability fit job satisfaction

分类号 F270 [经济管理—企业管理]

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