人-岗匹配对组织行为的作用机制研究结论与参考文献,组织行为学论文.docx

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1、人-岗匹配对组织行为的作用机制研究结论与以下为参考文献,组织行为学论文本篇论文目录导航：【题目】【第一章】【第二章】【第三章】【第四章】【结论/以下为参考文献】 人-岗匹配对组织行为的作用机制研究结论与以下为参考文献 结 论 本文通过理论研究和实证研究，具体阐述了组织公民行为和人-岗匹配之间的影响作用和组织支持对人-岗匹配和感悟义务之间关系的影响作用，以及人-岗匹配影响组织公民行为产生的内部机制。本文最终得到如下几个结论： 结论一，人-岗匹配对组织公民行为有正向的影响作用。根据社会认知理论，当岗位知足了员工的各种需求和愿望，员工和工作岗位之间构成了一致匹配，员工认识到组织对其的重视和关系员工的

2、利益，员工将会产生角色之外的行为，即组织公民行为来加强对组织的认可程度。 结论二，感悟义务在组织公民行为和人-岗匹配之间起部分中介作用。根据社会认知理论，员工和岗位达成了一致匹配，员工能够完全胜任组织的工作，岗位也同时知足了员工的种种需求。员工认识到了组织重视员工的利益和个人奉献，促使员工对工作态度的转变，员工以为到自个有责任做好组织的工作，加强了员工对岗位的感悟义务。由于员工感悟义务的加强会提升员工对组织的认可程度，员工由此产生了更多的组织公民行为。 结论三，组织支持在人-岗匹配对感悟义务的影响经过中起调节作用。根据社会交换理论，在人-岗匹配的经过中，员工会遭到来自组织的支持，比方工资福利的

3、提高、更多的晋升时机等。员工感觉到来自组织的支持，根据互惠原则，员工将会展现出更多的组织公民行为来报答组织的支持。 综上，人-岗匹配对组织公民行为的影响经过遭到很多因素的影响，人-岗匹配在一定程度上通过感悟义务来影响组织公民行为的产生，组织支持和人-岗匹配的交互作用共同促进了员工感悟义务的产生。 以下为参考文献： 1 Werbel J D, Gilliland S W. Person Job Fit in the Selection ProcessJ.Research in Human Resources Management, 1999, 175：209-243. 2 Muchinsky P

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