人-组织匹配与个体创新行为的关系——三元匹配模式的视角  

Person-Organization Fit and Employee's Innovative Work Behavior——In Three-type Fit Model Perspective

作　　者：王震[1] 孙健敏[1] 

机构地区：[1]中国人民大学劳动人事学院,北京100872

出　　处：《经济管理》2010年第10期74-79,共6页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金项目"人力资源管理在个体创造力到组织创新绩效中的作用机制研究"(70772091)

摘　　要：本文从人—情境互动视角出发,考察了员工和组织匹配的类型、程度与上级评定的创新行为(产生创意和实施创意)的关系。对209名员工及其直接主管的数据分析结果表明员工和组织在价值观上的一致性程度与创意产生正相关,与创意实施关系不显著;工作要求和员工能力的匹配程度与创意产生及实施都有显著相关关系;员工需求与工作供给的匹配程度与创意产生及实施均无相关性。本文基于创造力成分理论和动机理论对研究结果进行了讨论,并指出了未来可能的研究方向。Based on personal-situational employees＇ perceived fit with organization and interactive theory, this paper examined the relationship between their innovative work behavior rated by supervisors. Correlation and regression analysis of 209 employees and their immediate supervisors indicated that supplementary fit on value was positively related to generalization of creative ideas but not related to implementation of ideas. Job demands and employees＇ abilities fit was positively correlated with both behaviors and employees＇ needs and job supplies fit was found to have no significant link with neither generalization nor implementation of creative ideas. We used creativity componential theory and motivational theory to discuss the findings. Implications, limitations and suggestions to future research were displayed.

关 键 词：人-组织匹配 个体创新行为 创造力成分理论 创造力动机理论 

分 类 号：G305[文化科学]