【作者】 王丽红；

【导师】 何贵兵；

【作者基本信息】 浙江大学 ， 管理心理学， 2006， 硕士

【摘要】 个人与组织匹配在解释个体和组织的结果变量时是一个重要的概念。求职者在选择组织时，会考虑到与组织的匹配程度；同样，组织在做出雇佣决定时，也会考虑求职者与组织是否匹配。这样的考虑对双方都是有益的，因为人—组织匹配已经被多次证明与工作满意感、组织承诺、离职倾向、工作绩效等结果变量有显著相关。以往对人—组织匹配的研究多集中在组织进入和社会化方面。而对在组织发展过程中，员工与组织匹配程度会有什么样的变化却知之甚少。本研究正是关注组织变化对人—组织匹配的影响，进而对个体和组织结果变量的影响。本研究得出以下主要结论：1、组织变化程度与人—组织匹配之间存在显著负相关；组织变化性质的好坏与人—组织匹配之间存在显著正相关；组织变化速度与人—组织匹配之间存在显著负相关。2、组织公正与人—组织匹配之间存在显著的正相关；变化应对与人—组织匹配之间存在显著的正相关。3、组织公正在变化性质与人—组织匹配之间起调节作用；变化应对在变化程度、变化性质与人—组织匹配之间起调节作用。4、人—组织匹配与感情承诺、规范承诺、工作满意感、任务绩效、周边绩效之间分别存在显著正相关；人—组织匹配与离职倾向之间存在显著负相关。5、人—组织匹配在变化程度与持续承诺、规范承诺、任务绩效、周边绩效之间起中介作用；人—组织匹配在变化性质与规范承诺间起中介作用；人—组织匹配在变化速度与持续承诺、工作满意感之间起中介作用。更多还原

【Abstract】 The match, or compatibility, between employees and various aspectsof their workplace environment has proven to be a useful concept forexplaining a variety of employee and organizational outcomes. Jobapplicants are thought to use fit perceptions when choosing betweenemployers. Similarly, organizations make hiring decisions based on theirassessment of candidates’ fit. These judgments are important to bothparties because P-O fit has been shown to relate to job satisfaction,organizational commitment, intentions to quit, and job performance.P-O fit research has focused mainly on organization entry and earlysocialization of employees. Only more recently have studies begun tolook at issues of fit as perceived by existing employees. As a result, weknow much less about causes or consequences of shifts in either theenvironment or the individual. This research are aboutperson-organization fit in organization change. The result indicated that:(1) The extent of change has negative effects on P-O fit; The consequenceof change has positive effects on P-O fit; The speed of change hasnegative effects on P-O fit.(2) Change process fairness has positive effects on P-O fit, Coping withorganizational change has positive effects of P-O fit. (3) Change process fairness moderate the relationship between Theconsequence of change and perceived changes in P-O fit; Coping withorganizational change moderate the relationship between the extent ofchange, the consequence of change and perceived changes in P-O fit.(4) P-O fit has positive effects on affective commitment, normativecommitment,job satisfaction, task performance, contextual performanceand has negative effects on intentions to quit.(5) P-O fit mediate the relationship between the extent of change andcontinuance commitment, normative commitment, task performance,contextual performance; P-O fit mediate the relationship between theconsequence of change and normative commitment; P-O fit mediate therelationship between the speed of change and continuance commitment,job satisfaction.更多还原