The Impact Of Person-organization Fit On Individual Innovation:the Moderating Effect Of Organizational Development Stages

The P-O fit(person-organization fit)is mainly studying the compatibility between individuals and organizations,and it is often used to explore their impact on kinds ofome var outciables in organization.Substantial support has been shown for the relationship between P-O fit and organizational innovation,however,there were still differences and even contradictions in the research results.Strong support has been found for the positive effects of P-O fit on organizational innovation,but some researchers suggested that high levels of P-O fit may have detrimental effects on organizational innovation.While the latter believes that P-O fit can provide a lot of benefits for individuals and organizations,the benefits of high levels of fit have been questioned.Some scholars put forward early,if the organizations with too many fitting employees will be in danger,because employees' mental models too similar may limit their divergent thinking and innovation.As a result,some scholars have begun to pay attention to the "dark side of good fit",which they believe will result in an inability to adapt to a changing environment,and a lack of organizational innovation.To answer the problem that whether there is a dark side in P-O fit,although there are some researchers put forward this problem in the early study of the relationship between P-O fit theory and innovation,but few researchers have conducted empirical studies.Until recent years,this problem more and more get the attention of scholars and start the related empirical studies.But where is the dark side exactly,there is no verdict.Therefore,on the basis of previous study,this study to demonstrate whether there is a "dark side of good fit" by integrating the each dimension of P-O fit theory to unified analysis,dividing innovation behavior into two dimensions of subjective innovation intention and objective innovation capacity,and introducing the organization development stage as a moderator.The study conducted a survey of 391 employees nationwide 33 units,and analysed by hierarchical linear model(HLM)analysis.The results showed that there was a certain negative relationship on innovation capacity and P-O fit,and this relationship would be affected by the organization development stage:(1)The direct influence of P-O fit on innovation behaviorThe values fit,the goals fit,and the demands-abilities fit have a positive effect on innovation intention,and the effect of the value fit affected by organizational context;The values fit,the goals fit,the demands-abilities fit and the needs-supplies,to the innovation capacity has a significant negative impact,which the effects of the values fit,the goals fit and the demands-abilities fit affected by the organization context.(2)The prediction effect of the organizational development stage on innovation behaviorThe organization development stage has no significant predictive effect on the innovation intention;the organization development stage has a significant negative predictive effect on the innovation capacity.(3)The moderating mechanism of the organizational development stage on the effect of P-O fit on innovation behaviorThere is on moderating effect of the organization development stage to the effect of P-O fit on innovation intention;the organization development stage moderate the effect of goals fit on innovation capacity,and it will weaken the negative effect of goals fit on innovation capacity;the organization development stage moderate the effect of demands-abilities fit on innovation capacity,and it will aggravate the negative effect of demands-abilities fit on innovation capacity.