Mechanism Research On The Relationship Of Person-organization Fit To Counterproductive Behavior

As an important assessment target, organization performance relates to its statusand long-term development in the whole society, which includes not only theorganizational citizenship behavior, employee task performance dimensions, but alsoincluding slacking, interpersonal conflict, personal attack these importantcounterproductive behavior aspects. In recent years, along with the staff report ofcounter-productive behavior of high rates and serious consequences for theorganization brought, the factors affecting the behavior has became the focus ofacademic gradually. And for this issue，foreign scholars have achieved fruitful resultsfrom different perspectives through model while the discuss on the domestic is still inthe preliminary stage. Based on the previous research, this paper identify the twodependent variable person-organization fit and organizational identity which affectemployee counterproductive behavior and as well as the regulating variable workinglife of employees that person and organization construct relation of labor to clarify thereasons for employees to implement the production behavior and this study hasimportant theoretical and practical significance.On the basis of consulting lots of literature, this paper has been clear about theperson-organization fit, organizational identification, counterproductive behaviorand working life of the definition of the variables, the dimension for the division andits possible in relations, and through “value–attitude-behavior” constructs thetheoretical model and related assumptions. About the Samples, this paper regardenterprise employees from various provinces as the research object, through theanalysis of the questionnaire and depth interview method to verify the relationship onthe person-organization fit influence the counterproductive behavior and the mainconclusions are as follows:（1）Person-Organization fit has a significant negative impact on counter-productive behavior.That is,if the values of personal and organizational areconsistent, the less counter-productive behavior staff show. （2） Person-organization fit on organizational identification has significantpositive impact on personal and organizational values fit that will lead to higher staffconsistent organizational identity.（3）Organizational identity and counter-productive behavior has a significantnegative impact that organizational identity is stronger, the less counter-productivebehavior of employees implementation.（4） Organizational identification of employees in individuals have anintermediary role between person-organization fit and counterproductive behaviorrelationship, that person-organization fit in a direct role in counter-productivebehavior while also agree with this path through the organization exert indirectinfluence.（5） Employees working life has a negative regulatory role betweenorganizational identity and counter-productive behavior, as opposed to a longerworking life of employees, a shorter working life of employees, the negativerelationship between organizational identity and counter-productive behavior is moresignificant.Now, the ideas of staff and organizational fit or not is vital for modern enterprisethat pay attention to human capital, it is not only related to the individual employeeattitudes and cognitive behavior more closely related to the healthy development ofthe organization. So, exploring the mechanism of person-organization fit tocounterproductive behavior from the most fundamental aspects is very imperative.