人-组织匹配与员工个体绩效关系的实证研究  

An Empirical Research on the Relationship between Human-Organization Matching and Individual Performance

作　　者：陈金龙[1] 尤美玲 林志臣[1] 吴志新[1] 

机构地区：[1]华侨大学工商管理学院,福建泉州362021

出　　处：《南京审计学院学报》2016年第1期21-31,共11页journal of nanjing audit university

基　　金：国家自然科学基金项目(71102183)

摘　　要：以澳门安保行业为样本,实证检验了人-组织匹配与员工个体绩效之间的关系,研究结果表明:人-组织匹配对员工个体绩效具有显著的正向影响,价值观匹配、需求-供给匹配和要求-能力匹配对关联绩效具有显著的正向影响,要求-能力匹配对任务绩效有显著影响;人-组织匹配及其各个维度均对组织承诺及其各个维度具有显著的正向影响;组织承诺在人-组织匹配与员工个体绩效之间起到部分中介作用;组织承诺对员工个体绩效具有显著的正向影响,情感承诺对关联绩效和任务绩效均有显著的正向影响;心理资本越高,组织承诺对员工个体绩效的影响越小,反之,影响越大。Taking the Macao security industry as sample,this paper makes an empirical test on the relationship between hu-man-organization matching,organizational commitment and employee performance. The research shows that human-organiza-tion matching has a significantly positive effect on individual performance of employees. The values match,the matching of supply and demand,and the matching of requirements and ability have a significantly positive impact on contextual perform-ance,of which the matching of requirements and ability has a significantly positive impact on task performance. Human organ-ization matching and its various dimensions have a significantly positive effect on organizational commitment and its dimen-sions;organizational commitment has a partial mediating effect between human-organization matching and individual perform-ance of employees. Organizational commitment has a significantly positive effect on individual performance of employees, whereas affective commitment has a significantly positive effect on contextual performance and task performance. The higher the psychological capital,the smaller the impact of organizational commitment on individual performance. The lower the psy-chological capital,the greater the impact of organizational commitment on individual performance.

关 键 词：人-组织匹配 组织承诺 员工个体绩效 心理资本 价值观匹配 员工工作绩效 人力资源管理 

分 类 号：F272.92[经济管理—企业管理]