Research On The Impact Of Person-Organization Value Fit On Organizational Commitment

With the development of economic globalization, competition among enterprises is becoming more competitive. For the Chinese enterprises which have just headed for the world, the enormous challenges not only come from the huge capital and technology of the western businesses, but also more from their sophisticated business philosophy, management culture and science. The key to face the competitive challenges successfully for Chinese enterprises is to maintain and enhance the core competitiveness, improve the pertinency and effectiveness of human resources management, motivate and retain best employees, and enhance the loyalty and professional dedication of staff. For this reason, today more and more research in the organizational behavior study focus on the relationship between employees and business, and concern about the attitudes and behavior of staff to business. Therefore, more and more scholars concern about organizational commitment because of its wide range of applications in human resources management. In the process of studying the impact factors of organizational commitment, a lot of scholars regard business culture as one of the elements, and many empirical studies have shown that there is a significant correlation between corporate culture and organizational commitment. However, the definition and the analysis of the corporate culture are more complicated. Many researchers consider the value as the focus of organizational culture research, because it can be identified duplicately both in theory and method, and can be defined operationally and measured.Therefore, this article tries to under Chinese specific cultural background, starting from the analysis of the organization value, mainly discuss: the differences impact on the value fit and organizational commitment under different background characteristics; the relativity between the dimensions of values fit and the dimensions of organizational commitment;and the prediction of the value fit to the organizational commitment. On this basis, this article will provide some empirical foundation to improve the organization commitment and establish the effective mechanisms and policies to keep stuff.First of all, this study reviewed a large number of relevant theories about the person-organization fit and organizational commitment both at home and abroad, and then tested 274 employees from different organizations through the questionnaires and interviews, and last carryed out statistical analysis of survey data by using SPSS13.0 statistical analysis tool, results as following:1. The descriptive statistics analysis has shown that the current situation of the values fit and organization commitment is more optimistic. The average score of the values fit of employees is 0.81, indicating that the values fit in Chinese enterprises is better. The average score of organizational commitment is 3.17, slightly higher than the median, indicating that the organizational commitment is general.2. The differences analysis has shown that there are no significant differences in terms of gender for the values fit and organizational commitment; while there are some significant differences in terms of age, the marital status, the nature of units, offices, working life, and monthly income for some dimensions of the values fit and organizational commitment.3. The correlation analysis has shown that there is some positive correlation between the values fit and organizational commitment both in the overall level and in all dimensions. When the level of the values fit is higher, the organizational commitment is lower; on the contrary, when the level of the values fit is lower, the organizational commitment is higher.4. The regression analysis has told that it is significant predictive to organizational commitment for staff and team orientation, innovation and development orientation and performance orientation, and the level of prediction are -0.536, -0.143, -0.118. The staff and team orientation plays the greatest impact role and is the most important factors of organizational commitment. While work respect orientation and social responsibility orientation has no significant predictive power on organizational commitment.