The Impact Of Personnel-post Matching Degree On The Role Of Job Profermance

In recent years, personnel-post matching plays a vital role in promoting career development and business growth. Therefore, the impact of personnel-post matching degree on the role of job performance has become an important research issue. Personnel-post matching degree is used to measure the degree to which job characteristics are consistent with the employee’s personal property. It includes two processes, one is the demands-abilities matching degree, which requires that employees must have a certain amount of knowledge, skills and abilities to be competent for the job; the other is needs-supplies matching degree, which requires that working conditions offered by certain jobs have to meet individual expectations. At present, a lot of scholars have studied the direct relationship between the two variables among personnel-post matching degree, work attitudes and job performance, but did not consider the influence process of personnel-post matching degree to job performance. In the study of personnel-post matching degree, they just consider it as a one-dimensional variable, doesn’t reflect the difference between demands-abilities matching degree and needs-supplies matching degree. Based on the work attitude perspective, this paper will study the impact of personnel-post matching degree on the role of job performance. In addition to, distinguish between demands-abilities matching degree and needs-supplies matching degree in the variables measuring process, and further investigate the direct effect of the two dimensions of personnel-post matching degree on job performance, and brings work attitude into the exploitation of mechanism between personnel-post matching degree and job performance of IT enterprise in China, in order to provide new methods and ideas for improving the job performance of employees.The major work and innovative achievements of this paper are as follows:Firstly, we summarize previous studies of personnel-post matching degree, work attitudes and job performance. Secondly, we visit Huawei Technologies Co Ltd and Zhongxing Telecommunication Equipment Corporation, consulting asking for suggestions about measures of the variables and their relationships. Finally, according to the literature material, we confirm the dimensions among personnel-post matching degree, work attitudes and job performance, constructed the model of relationship that is among personnel-post matching degree, work attitudes and job performance, and we verify the mediating role of work attitudes between personnel-post matching and job performance. Based on the model,4 hypotheses were presented. According to the model design scale, in order to validate the hypotheses,367 questionnaires from IT companies were collected, and these dates were processed by using statistical tools such as SPSS17.0. The statistic test shows that:the personnel-post matching degree (demands-abilities matching degree and needs-supplies matching degree) has a significantly positive effect on work attitudes and job performance; work attitudes (job satisfaction, organizational commitment and turnover intention) have a significantly positive effect on job performance (task performance, contextual performance and adaptive performance); work attitudes partially mediate the relationship between the personnel-post matching degree and job performance.