摘要
以1000名企业员工为调查对象,采用对偶比较法探讨了职业发展水平和组织文化强度对员工PO匹配偏好的影响。运用SPSS11.5对收集的780份有效问卷进行因素分析及独立样本T检验,结果显示:(1)当前我国员工整体更加偏好采用能力匹配的方式实现PO匹配;(2)职业发展水平较高的员工更加偏好价值观匹配,职业发展水平较低的员工更加偏好能力匹配;(3)在组织文化强度较高的企业中员工更加偏好价值观匹配,在组织文化强度较低的企业中员工更加偏好能力匹配。最后,对研究的理论和实践意义作了探讨。
Base on the sample of 1000 employees from over 20 organizations, this paper has explored the impact of career development level and organizational culture strength on employees＇ PO fit preferences with method of paired comparison. Using SPSS 11.5 on 780 available questionnaires, it is found that （ 1 ） Our employees in the mass attach more importance to demand- ability fit; （2） Employees with high level of career development, attach more importance to person-value fit, and employees with low level of career development, attach more importance to demand-ability fit ; （3） In the organization with high level of culture strength, employees attach more importance to person-value fit, and in the organization with low level of culture strength, employees attach more importance to demand-ability fit. The primary theoretical and practical contribution of this study is also mentioned.
出处
《浙江工商大学学报》
2013年第5期68-78,共11页
Journal of Zhejiang Gongshang University
基金
国家自然科学基金重大项目"转型期和谐劳动关系:分享型领导
员工心理契约与人力资源策略研究"(71232001)
国家自然科学基金青年项目"个人-环境匹配对新生代员工情感承诺的多层次作用机理:基于SDT的研究"(71202176)
教育部人文社会科学研究青年基金项目"新生代员工‘不敬业’的预警及干预机制研究:基于延迟满足的视角"(12YJC630310)
关键词
PO匹配
价值观匹配
能力匹配
职业发展水平
组织文化强度
person-organization fit
person-organization value fit
demand-ability fit
the level of employee＇s career de- velopment
organizational culture strength
