| The era contains more external environment mutagenicity and unpredictability.And it is concretely showed in Volatility,Uncertainty,Complexity and Ambiguity,which is mentioned as “VUCA”.In such a background,the competition among the enterprises turns to be more serious and the competitive factors has transferred from the material capital to the human capital.Talent is the primary source for an enterprise to obtain and keep competitive advantage,and this leads to more serious talent competition,which triggers the talent acquirement and retention for enterprises.The strategy of enterprises put talent to a more important position.This at the same time put forward new requirement to the practice of the human resource management in the enterprises of our nation.The change in the field of human resource field has become an inevitable outcome.The practice of human resource management in the enterprises serves the human strategy,and as well as put forward new requirement to achieve the goal of enterprises in order to improve the per capita effectiveness as well as reduces the average labor cost to the minimum.On the one hand this requires the human resource management practitioners to select the most matched employees;on the other hand this also requires to cultivate the internal employees to get higher work engagement;what is more,in the era with more serious talent flow,this requires to check and maintain the high matched key personnel in enterprises,and avoid brain drain which will lead to risk and loses.In this background,research on matching degree of employees and organizations is of great importance to the recruitment,train and reserve for the human resource management.In the point of view of the action result,the engagement of employees affects the quality of the products and services directly as well as the improvement of enterprise efficiency.Based on literature collection and theoretical integration,this paper constructs the relationship between the two,and probes the influence of the matching degree of employees and organizations to the work engagement,in order to take more targeted matching method to improve the work engagement for employees.Further,through literature review and the test on the relationship of the two variables,this paper takes the general self-efficacy as the mediating variable,and based on which this paper explores and validates the function route.Based on the review on the match of employees and organizations,general self-efficacy and work engagement,this paper makes suggestions between the variables.This paper take IT staff as study sample,and uses SOJUMP as a tool to collect and recycle questionnaires.The questionnaires spread in many enterprises of various places,and after rejecting some samples,this paper gets 208 valid data.Using the SPSS Statistics 23.0 as an analysis tool,this paper conducts reliability and validity test,variable correlation analysis,as well as the analysis between variables finally.And then verify the suggestions this paper proposes.The main results are that the matching degree of employees and organizations and the three dimensions have significantly positive predictive function onto the work engagement;the matching degree of employees and organizations and the three dimensions have significantly positive predictive function onto the general self-efficacy;the general self-efficacy has significantly positive predictive function onto the work engagement.Based on the mediating test method of Baron and Kenny(1986),this paper demonstrates the general self-efficacy of employees has mediating effect on the relationship between the he matching degree of employees-organizations and the work engagement.Based on the relationship between the variables above,this paper proposes to build good matching environment in enterprises and the general self-efficacy in order to improve and optimize the work engagement.Finally in view of the limits and shortcomings of the research,the future research prospects are put forward. |
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