Research On The Impact Of Person-Organization Value Fit On Employee Engagement

In the knowledge economy epoch, human resources, valuable and difficult to replicate, this made it the most important factor to help enterprises to get the performance advantage in the fierce competition. At present, many scholars and authority of the advisory body's findings have shown that employee engagement can be used to measure the employees'level of effort in cognitive, emotional and physical roles of work and organization level of commitment, the higher the degree of engagement of employees, the higher the innovation performance and the productivity and profitability, in addition employee engagement can also predict the output variables on business performance, profits, customer satisfaction. Therefore, how to enhance their employee engagement have become the focus of managers and the research priorities of scholars. In the research of the factors impact on employee engagement, some scholars pointed out that the person-organization value fit impact the behavior and the attitude of employees deeply, but lack the corresponding empirical evidence; as a influencing factor corporate culture has also been mentioned by a number of scholars, but still lacking adequate research of the ways and means that influence on the engagement. Person-organization value fit is an important aspect of matching of individual and management business, it is also an important aspect of corporate culture management, therefore by means of an empirical analysis in this paper, put the individual characteristics of the employee as a control variable, focusing on the impact of person-organization value fit on the dedication of employees degree in different dimensions,and analyze the predictive power of the person-organization value fit to employee engagement, and from the perspective of enterprise, to find effective ways to provide some empirical basis for enterprise engagement.This article is divided into five parts. The first chapter expounds the background and significance,and points out the purpose, methods, and frameworks of this study. The second chapter summarizes the previous research results, and describe the accordingly theory and literature review. Chapter three conducts an empirical study of the overall design, proposed hypotheses, identify and explain the study variables, and explained the questionnaire design and research methods. In the fourth chapter, we sample the employees in the telecom industry in Heilongjiang Province for empirical research. Results show that the destination object at a high level of employee engagement; according to the conclusion of difference analysis, if certain personal characteristics of employees are different then the employee engagement and some of the factors would be significantly different; according to the relevant conclusions, the matching degree of employees and corporate values are significantly interrelated with employee engagement; conclusions based on regression analysis, the person-organization value fit significantly predict the employee engagement.The fifth chapter summarizes the conclusions of empirical research, and put forward the corresponding management recommendations based on these conclusions as well as the prospects for future research proposed.The possible innovation is, based on the previous studies, a detailed division is carried out in the two dimensionality i.e. the employee engagement and organization engagement, and in the three levels:cognition, emotion and behavior, and the the division outlined is verified by factor analysis in the empirical analysis. And from the perspective of corporate values, based on matching theory, analyze the pertinency between the Person-organization value fit and the employee engagement, and verify the predict effect of the Person-organization value fit to the employee engagement. These study conclusions enriched the results of the employee engagement in the antecedent variables, and expanded research space, and the results of this study have certain reference value to enhance the employee engagement of enterprise and thus improve the business performance.