Does Job Dissatisfaction Promote Employee's Proactive Person-Environment Fit Behavior?-Using Organizational Commitment And Labor Relations Climate As Double Moderator Variables

In academia,the research on job satisfaction is one of the important research fields of organizational behavior and psychology,previous studies tend to focus on the job satisfaction of employees in the high level,will bring the initiative behavior and work performance higher;it will lead to problems such as low level of job satisfaction can lead to problems such as turnover,while ignoring the positive role of job dissatisfaction.In real life,Because the individual perceives the difference between the external environment and the intrinsic personal traits,it will affect the relationship between job satisfaction and behavior.The existence of differences leads to the relationship between the two is not a simple causal relationship(i.e.high job satisfaction will bring positive work behavior,low levels of job satisfaction will lead to a series of exit behavior).Therefore,the managers of the enterprise need to break the traditional views on the dissatisfaction of the work,and can't take a single view of the impact of work dissatisfaction on the employees.There are great differences in the dissatisfaction and behavior of different employees when they face or deal with the dissatisfaction.Some employees will be depressed or depressed,leading to late,early retirement,absence and departure.Some employees are not easy to be negatively affected by job dissatisfaction.Instead,they will maintain an optimistic attitude and show a positive way of working.It can be seen that job dissatisfaction is a double-edged sword for employees,and it has a positive or negative impact on personal behavior.The key is staff's response to job dissatisfaction.The EVLN model proposed by Farrell(1983)also confirms the above idea.Based on Hirschman's(1970)EVL model and Farrell's(1983)EVLN model,based on social information processing theory and cognitive dissonance theory,this study explores and analyzes under what conditions job dissatisfaction can motivate employees to generate proactive behaviors.Studies have pointed out that when the relationship between independent and dependent variables in intensity or direction of change,there may be mediation variables affect the relationship between the two(Baron & Kenny,1986),so there may be some adjustment variable between job dissatisfaction and the initiative of the people and the environment,behavior.According to the theory of social information processing,this paper can be seen.Similarly,according to the theory of social information processing,employees' dissatisfaction with work and perceived labor relations atmosphere are input information of a situation,which will affect employees' adjustment of work attitude and behavior.Therefore,this paper chooses situational difference variables,labor relations climate and individual variable variables,organizational commitment as the moderator of the main effect.Based on the above view,a double regulation model is proposed.In the early stage of the study,the main concepts of literature and four variables were sorted out.The theory of social information processing and cognitive dissonance theory were used to explain the theory and the final cost model.After the work is mainly based on the analysis of the demonstration,this study adopts paper-based questionnaire(a complete guide),through the mail,issued in Kunming,Shanghai,Nanjing,Anhui and Henan five provinces selected 15 enterprises,the final recovery of effective questionnaires were 414 superior and subordinate.Finally,we used SPSS22.0,Stata13.0 and Amos22.0 analysis software to analyze the descriptive statistics,reliability and validity of the scale,correlation analysis and hierarchical regression analysis.In some organizations,for example,some employees will from time to time in their work,so managers should take this kind of dissatisfaction as to encourage the staff to generate new ideas,opportunities,rather than see it as a question or problem.Through research analysis,this paper get the following conclusions:(1)job dissatisfaction with proactive person-environment fit behavior exists significant negative correlation labor relations climate,namely the higher level of employees are not satisfied will show less initiative person and the environment behavior;(2)organizational commitment is unable to adjust the relationship between job dissatisfaction and proactive person-environment fit behavior;(3)the relationship between the labor relations and the environment can not be positively adjusted;(4)the interaction between organizational commitment and labor relations climate can positively regulate the relationship between job dissatisfaction and proactive person-environment fit behavior matching behavior.Some Suggestions are given to help employees better alleviate the job dissatisfaction in labor relations climate and improve the quality of work.