Research On The Relationship Between Person-Organization Fit And Organizational Commitment

Contemporary enterprise management is people-centered management. As the social economy and culture are developing, the staffs spiritual needs are becoming increasingly more diversified. As a result, management focus lies in how to deal with relationship between individuals and organizations. The value of an enterprise is the core of enterprise culture. For, the development of enterprises has an important guiding role. Research has shown that, the values will not only affect the employee individual performance, but also indirectly affect the overall management and efficiency of an enterprise. The degree to how much an employee fits in the organization is the core of corporate culture management, and can effectively reflect the relationship between the employee and the organization. It is also one of the important reference indexes of the enterprise culture management. Many established firms, especially foreign and multinational enterprises, consistently takes employee-employer fit value into consideration with personnel management, staff recruitment, training, promotion and performance appraisal etc. It is when employees feel that they have the right job fit and share the prevailing values of the organization that an organization can maximize its values. Organizational commitment is an attitude of employees have toward the organization, it can explain why the workers want to stay in a company, and it is an indicator of loyalty of the staff. Many studies indicated that organizational commitment have certain effect on improving employee job satisfaction and employee turnover rate, prediction etc. The empirical research results of foreign scholars, Kristof Wiener and others proved that having the right job fit has positive effect on employees’ job satisfaction, organizational commitment level, work attitude and turnover rate. Research of the domestic scholar Ding Hong, Lai Mingzheng, Lin Weixiu et al also showed that there is a positive correlation between the organizational cultural values and organizational commitment. Therefore, this study of the relationship between job fit and organizational commitment level has attracted increasingly more scholars’ interest and attention, and provides a new way for us to explore the methods for staff management.This study was based on the relevant research of other scholars in China and abroad.321employees from domestic enterprises participated in the survey, and a statistical analysis was carried out by using the SPSS17.0statistical software. The relationship between job fit and employee organizational commitment is the focus of this study. The goal is to of analyzing the results of this research on data organization within the Person-organization matching relations and actual situation of organizational commitment, is to establish a model in order to provide reference for future research. At the same time this study should make reasonable suggestions for enterprises on how to create enterprise culture and enhance organizational commitments to better meet the needs of enterprise development in the future. The main conclusions are as follows:1) The level of the Person-Organization fit and organizational commitment of the organizational employees that be investigated is good. The descriptive statistics has shown that the average score of the Person-Organization fit was0.76, which explains that average level of value fit in our country is quite high. The average score of organizational commitment is3.42, which shows that the level of organizational commitment of enterprises in China is exceptional.2) The background characteristics of organizational employees Significant influence some dimensions of Person-Organization value fit and some dimensions of organizational commitment. The analysis of variance has shown that there are no significant correlations between the length of service job fit and organizational commitment, while there are significant correlations between gender, age, marital status, age, culture degree, position and values fit and organizational commitment.3) The organizational employees’ Person-Organization value fit and organizational commitment have significant correlation. The correlation analysis has shown that there is certain positive correlation between the values fit and organizational commitment in all dimensions.4) Person-Organization value fit has significant predictive effect to the organizational commitment. The regression analysis has shown that organizational commitment and scientific truth presented the most predictive effects, with staff orientation contributed the most to the results. In addition, employee orientation, scientific truth, social responsibility and customer orientation have significant predictive effects for continuous commitment of organizational commitment. Lastly, employee orientation, cooperation, innovative development of values fit dimensions have significant predictive effect on organizational commitment dimensions.