Research On The Impact Of Personal-Organization Matching On Employees' Innovative Behavior

With the fierce international competition and the rapid development of the country,innovation has already attracted the attention of all walks of life.How can we stimulate employees to generate innovative behaviors and improve their ability to cope with external risks? This topic has become a hot topic of constant concern in the academic and business circles.Since people's behavioral attitudes are influenced by the individual and the external environment,the match between people and the environment becomes a new perspective for studying employee behavior.Studies have shown that individual-organization matching is an important aspect of human-environment matching,which can effectively predict individual attitudes,role cognition,etc.,but whether it has predictive effects on employees' innovative behavior is worth exploring.Behavioral science research believes that human behavior is an external manifestation of inner psychology.Psychological resources such as curiosity and self-confidence can have an important impact on behavioral outcomes.Therefore,after combing the relevant factors in the literature on the influencing factors of employee innovation behavior,this paper focuses on the dual role of individual-organization matching through innovative self-efficacy and intrinsic motivation,which has an impact on employee innovation behavior.Based on extensive reading and detailed analysis of existing literatures,this paper defines the connotations and dimensions of individual-organizational matching,innovative self-efficacy,intrinsic motivation and employee innovation behavior,and constructs individual-organizational matching(Value matching,demand-supply matching,requirement-capability matching)are independent variables,with employee innovation behavior as the outcome variable,and two psychological variables(innovative self-efficacy,intrinsic motivation)as the mediation variable.Through theoretical analysis and discussion,the research hypothesis of this paper is put forward and an empirical test is carried out.In this study,405 valid questionnaires were collected through questionnaire survey,and then SPSS20.0 AMOS21.0 and MPLUS7.4 were used to process the data and construct four structural equation models to test the hypothesis.The final conclusion of data analysis is that the three dimensions of individual-organization matching have a positive impact on employee innovation behavior,indicating that the more employees perceive themselves and the organization,the more likely they are to actively show innovative behavior.Innovative self-efficacy and intrinsic motivation play a mediating role in the relationship between the three dimensions of individual-organizational matching and employee innovation behavior.In the multiple mediation path,value matching has the greatest total effect on employee innovation behavior,and value matching has the strongest mediating effect on employee innovation behavior through innovative self-efficacy.Therefore,this study believes that in the interaction between individuals and organizations,value matching is the biggest factor affecting employee innovation behavior,and mainly through the intermediary bridge of innovative self-efficacy.Finally,we present practical recommendations for managers and highlight possible new directions for future research.First,companies should focus on the multi-dimensional matching of employees and organizations.When hiring employees,employees should be selected with similar values and corporate values,and employees should be recognized for their recognition of organizational values through training.Secondly,it is necessary to pay attention to the employees' independent work needs and knowledge update,skills training,cultivate innovative thinking and ability,and stimulate employees' confidence in innovation motivation and self-innovation ability,so as to encourage employees to generate more innovative behaviors.