A Research On The Relationship Of Person-organization Fit,Intrinsic Motivation And Employee’s Innovative Behavior

Innovation is the essence of economic development, In China’s economic transition period, Innovation-driven development has been raised to a very high degree,Innovation has become the only way for each organization to maintain a competitive advantage. In the current era of mobile Internet, with the increasingly volatile environment and increasingly fierce competition, Ownership and improved ability of innovation in respect of survival and development of enterprises. The individual is the source of innovation, Innovation is no longer a specific sector of some department, it should be reflected in all departments and positions.So, how to improve the innovative behavior of employees has become a import thing for organizations to enhance their ability to adapt to the environment. Person-organization fit provide us a good way to understood a person’s behavior from the perspective of human interaction with the environment. Because it can be used to predict the shape of the role of employees is increasingly becoming the focus of attention of scholars. At the same time,in front of the same incentives, different types of individuals tend to exhibit different behavior, so this article will also introduce a sense of accomplishment variable for observing the boundary effect on employees’ innovation behavior.In this context, based on Cognitive Behaviorism, Social Exchange Theory and ERG theory, this paper explore the effect of Person-organization fit on employee behavior, the introduction of intrinsic motivation as mediating variables to explain the mechanism of this effect, at the same time, explore in the faction of the sense of accomplishment between Person-organization fit and employee innovative behavior.After combing the literature systematically constructed a conceptual model of this paper and put forward relevant assumptions. By using SPSS18.0 software and LISREL8.8 192 empirical analysis of survey data the following conclusions:Person-organization fit positive impact employee innovative behaviors, supplementary fit positively affect employees’ innovative behavior,and needs-supplies fit and demands-abilities fit positively affect employees’ innovative behavior; intrinsic motivation plays a partial intermediary role between the two variables;The sense of professional accomplishment can affect the relationship between Person-organization fit and intrinsic motivation.Overall, this study further explores The relationship between P-O fit and innovative behavior among employees,and mechanism and boundary conditions of thisrelationship.To some extent,this paper enrich existing theory,in practice, but also for managers the targeted incentives to provide a reference,so that laid a foundation for the long-term development.