Staff - Organizational Values ​​match The Employees Of Its Intermediary Mechanism

Industrial and organizational psychologists believe that the individual-organizational values fit is the most basic and core part of the person-organization fit. Value congruence refers to the similarity between values held by individuals and organizations. In this article, we conceptualize and measure value congruence in terms of subjective fit, which involves the match between an employee's own values and his or her perceptions of the organization's values. Given the serious nature of this variable, it should be no surprise that research has found that individual-organizational values fit have important implications for the well-being of organizations and their members.A substantial volume of research has underscored the importance of fit between the values of employees and organizations. This research suggests that when employees hold values that match the values of their employing organization, they are satisfied with their jobs, identify with the organization, and seek to maintain the employment relationship,and accompany by more organizational citizenship behavior. Because of the important practical implications of individual-organizational values fit, it is important for us to study the nature of these behaviors. Through the literature search, we found that there are so many studies on individual-organizational values fit in western culture background, but the study in China is very few. Although numerous studies have examined relationships between value fit and outcomes, and there is few studies have attempted to explain why these relationships occur.In this article, we explored the relationship between individual-organizational values fit, job satisfaction and organizational citizenship behavior; and examined the crucial question of why positive outcomes might result when employees'values match the values of their organization.Using method of literature search and questionnaire survey, the present study have analyzed511samples which comes from several industry enterprises(such as electronics, medical treatment, sales, hospitality industry, education training and etc) in four cities(Xi'an,Taiyuan,Nanchang). This study explored the relationship of individual-organizational values fit, job satisfaction, organizational citizenship behavior. According to the results of the study, we also give some advice to service organizations on management practice. At the end of the article, the limitations of this study and the future direction have been discussed. In particular, this research mainly found the following results:First, individual-organizational values fit have significant differences in age, working age and positions; but on the variable of gender, educational background, organizational category, there is not significantly difference.Second, individual-organizational values fit significantly predicts job satisfaction, organizational citizenship behavior.Third, individual-organizational values fit positively predicts trust, interpersonal attraction, communication that employees place in the organization and its members; individual-organizational values fit negatively predicts employees's role conflict.Fourth, trust,interpersonal attraction, communication that employees place in the organization and its members positively predicts job satisfaction; employees's role conflict negatively predicts job satisfaction.Fifth, trust interpersonal attraction, communication that employees place in the organization and its members, and employees's role conflict partial mediated the relationship between individual-organizational values fit and job satisfaction.Sixth, the relationships that link individual and organizational values to outcomes are explained primarily by the employees's role conflict, followed by interpersonal attraction, communication, and, to a lesser extent,trust that employees place in the organization and its members.