Fit of Employee’s Value and Organization’s Value Impact on Work Performance
|School||Jiangxi University of Finance|
|Keywords||fit of employee’s value and organization’s value job satisfaction organizational citizenship behavior work performance|
With coming economics’globalization, development of IT techniques and enhancing of international competition, more and more firms are facing management challenges of fit of employee-organization and promoting company performances and more and more attention of companies is paid to how employee-organization fit. With deepening of research of internal and overseas scholars on employee-organization fit, fit of employee’s value and organization’s value becomes a core of research on employee-organization fit.Many researches on fit of employee’s value and organization’s value have been done by of Western scholars and scholars of Chinese TaiWan in recent years, and there were lots of interesting findings. There were also some issues needed to do further research, for example, issues on how measuring degree of value’s fit, issues on the impact of types of value’s fit on employee’s effectiveness and organization’s effectiveness. And with huge changes of value of employee and organization after China’s reform and open have been for more over twenty years, it is a urgent need to China’s firms to how manage value of employee and organization. And so, the empirical study on fit of value of employee and organization in China is very important in both theory development and management work.The dissertation is on the basis of references studying, which to evaluate fit of employee’s value and organization’s value from value’s perspective. Data are collected through questionaires and analyzed via theoretical research, which concludes the influence that fit of employee’s value and organization’s value against working performance. The main conclusions are as follows:Firstly, personal characteristic variable does not have remarkable influence on task performance while gender age、working hours present significant impact to contextual performance. However education level does not have notable contribution to contextual performance.Secondly, the two dimensions in fit of employee’s value and organization’s value which employee & team orientation and creation development are highly related to intermediate variables which are job satisfaction and organizational citizenship behavior; Performance orientation is highly related to task performance but lowly related to other dimensions, especially to the relativity of three dimensions of organizational citizenship behavior; the three dimensions of intermediate variables that job satisfaction and organizational citizenship behavior are significantly positive related to induced variable task performance at a high level.Thirdly, the regression between three dimensions of fit of employee’s value and organization’s value and job satisfaction、organizational citizenship behavior and work performance is most saliency, which suggests that fit of employee’s value and organization’s value truly has influence on job satisfaction、organizational citizenship behavior and work performance.There are several suggestions are raised based on the conclusion such as beginning with recruiting、orientation and training to enhance fit of employee’s value and organization’s value.