Research On The Impact Mechanism Of Young Public Officials' Work Performance From The Perspective Of Person-post Matching

With the changing of times,young staff tend to take up a bigger and bigger proportion of administrative staff,playing more and more important roles and becoming an irreplaceable new force of organizational development.As the grass-roots administrative system is perfected day by day and the recruitment procedures become increasingly demanding,a large group of well-educated,high-quality young people with strong subjective initiative join the administrative system.Meanwhile,young civil servants are confronted with inconsistency between their occupational orientation and job requirements;they easily feel stressful and tired;their job demand is slightly satisfied and they get slowly promoted.Therefore,how to allocate the existing personnel in a more scientific and rational way to improve their performance has become a new research subject in the field of human resource management of public sector.This paper tries to explore the mutual relations and effects among person-post matching rate,job satisfaction and job performance by studying human resource related theory.The questionnaire survey method was adopted to establish a relation model between person-post matching and job performance from the perspectives of theoretic and data analysis.The study referred to mature domestic and overseas sales,so the validity and reliability are guaranteed.The SPSS19.0 statistical software was used to analyze the data,having our research hypothesis verified.Our research suggests: The person-post matching rate has a remarkable positive effect on job performance(task performance,contextual performance),which indicates job performance is improved as the person-post matching rate grows;the person-post matching rate has a remarkable positive effect on job satisfaction,which means the higher the person-post matching rate is,the higher the individual job satisfaction is;job satisfaction has a significant positive effect on job performance(task performance,contextual performance),suggesting that individual job performance improves along with job satisfaction;job satisfaction partially plays an intermediary role between person-post matching and job performance.