Research On The Relationship Between Person-Organization Value Fit And Employees’ Innovative Behavior

This study,from the perspective of the interaction between human and environment,selects the variable of person-organization value fit to analyze innovative behavior, and it introduces the concept of organizational conflict to explore the relationship and the mechanism of action among the three. Based on the systematic review of related researches at home and abroad, it makes a deep analysis of the relationship among person-organization value fit,organizational conflict and employees’innovative behavior, builds an expected theoretical model and puts forward the research hypothesis. After careful research design,it employs the method of questionnaire and conducts the confirmatory factor analysis. On the basis of ensuring the reliability and validity of the questionnaire, it makes a further correlation analysis,so as to verify whether the theoretical model and research hypothesis is satisfied.Specifically, the research results of this study are as follow:(1) The degree of person- organization value fit of different jobs have significant differences,and that of top managers is higher.(2) Person- organization value fit has a positive effect on employees’ innovative behavior. However, different dimensions of the fit have varied influences on innovative behavior. In specific, the higher the degree of personal and organizational values in the two dimensions of scientific truth-seeking and customer orientation,the higher the employees’ innovative behavior.(3) Person-organization value fit has a positive effect on cognitive conflict.However,different dimensions of the fit have varied influences on cognitive conflict. In specific, the higher the degree of personal and organizational values in the two dimensions of scientific truth-seeking and customer orientation,the higher the employees’ cognitive conflict.(4) Person-organization value fit has a negative effect on emotional conflict.However, different dimensions of the fit have varied influences on emotional conflict. In specific, the higher the degree of personal and organizational values in the dimension of employee and team orientation, the lower the employees’emotional conflict.(5) Cognitive conflict has a positive effect on employees’innovative behavior. When the level of cognitive conflict in the organization climbs high, emotional conflict has an insignificance effect on Employee Innovative. While when the level of cognitive conflict in the organization stays low, emotional conflict has a negative effect on employee innovation behavior.