人-崗匹配對(duì)組織行為的作用機(jī)制研究結(jié)論與以下為參考文獻(xiàn),組織行為學(xué)論文本篇論文目錄導(dǎo)航：【題目】【第一章】【第二章】【第三章】【第四章】【結(jié)論/以下為參考文獻(xiàn)】人-崗匹配對(duì)組織行為的作用機(jī)制研究結(jié)論與以下為參考文獻(xiàn)結(jié)論本文通過(guò)理論研究和實(shí)證研究，具體闡述了組織公民行為和人-崗匹配之間的影響作用和組織支持對(duì)人-崗匹配和感悟義務(wù)之間關(guān)系的影響作用，以及人-崗匹配影響組織公民行為產(chǎn)生的內(nèi)部機(jī)制。本文最終得到如下幾個(gè)結(jié)論：結(jié)論一，人-崗匹配對(duì)組織公民行為有正向的影響作用。根據(jù)社會(huì)認(rèn)知理論，當(dāng)崗位知足了員工的各種需求和愿望，員工和工作崗位之間構(gòu)成了一致匹配，員工認(rèn)識(shí)到組織對(duì)其的重視和關(guān)系員工的利益，員工將會(huì)產(chǎn)生角色之外的行為，即組織公民行為來(lái)加強(qiáng)對(duì)組織的認(rèn)可程度。結(jié)論二，感悟義務(wù)在組織公民行為和人-崗匹配之間起部分中介作用。根據(jù)社會(huì)認(rèn)知理論，員工和崗位達(dá)成了一致匹配，員工能夠完全勝任組織的工作，崗位也同時(shí)知足了員工的種種需求。員工認(rèn)識(shí)到了組織重視員工的利益和個(gè)人奉獻(xiàn)，促使員工對(duì)工作態(tài)度的轉(zhuǎn)變，員工以為到自個(gè)有責(zé)任做好組織的工作，加強(qiáng)了員工對(duì)崗位的感悟義務(wù)。由于員工感悟義務(wù)的加強(qiáng)會(huì)提升員工對(duì)組織的認(rèn)可程度，員工由此產(chǎn)生了更多的組織公民行為。結(jié)論三，組織支持在人-崗匹配對(duì)感悟義務(wù)的影響經(jīng)過(guò)中起調(diào)節(jié)作用。根據(jù)社會(huì)交換理論，在人-崗匹配的經(jīng)過(guò)中，員工會(huì)遭到來(lái)自組織的支持，比方工資福利的提高、更多的晉升時(shí)機(jī)等。員工感覺到來(lái)自組織的支持，根據(jù)互惠原則，員工將會(huì)展現(xiàn)出更多的組織公民行為來(lái)報(bào)答組織的支持。綜上，人-崗匹配對(duì)組織公民行為的影響經(jīng)過(guò)遭到很多因素的影響，人-崗匹配在一定程度上通過(guò)感悟義務(wù)來(lái)影響組織公民行為的產(chǎn)生，組織支持和人-崗匹配的交互作用共同促進(jìn)了員工感悟義務(wù)的產(chǎn)生。以下為參考文獻(xiàn)：[1]WerbelJD,GillilandSW.PersonJobFitintheSelectionProcess[J].ResearchinHumanResourcesManagement,1999,17〔5〕：209-243.[2]MuchinskyPM,MonahanCJ.WhatIsPerson-JobCongruenceSupplementaryversusComplementaryModelsofFit[J].JournalofVocationalBehavior,1987,31〔3〕：268-277.[3]OrganDW.TheMotivationalBasisofOrganizationalCitizenshipBehavior[J].ResearchinOrganizationalBehavior,1990,12〔1〕：43-72.[4]OrganDW,RyanK.AMeta‐AnalyticReviewofAttitudinalandDispositionalPredictorsofOrganizationalCitizenshipBehavior[J].PersonnelPsychology,1995,48〔4〕：775-802.[5]KahnRobertL.TheSocialPsychologyofOrganizations[J].TheSocialPsychologyofOrganizations,1978,16〔5〕：102-107.[6]LiCK,HungCH.AnExaminationoftheMediatingRoleofPerson-JobFitinRelationsbetweenInformationLiteracyandOrganizationalCitizenshipBehavior[J].JournalofWorkplaceLearning,2018,22〔5〕：306-318.[7]FarzanehJ,DehghanpourFA,KazemiM.TheImpactofPerson-JobFitandPerson-OrganizationFitonOCB:TheMediatingandModeratingEffectsofOrganizationalCommitmentandPsychologicalEmpowerment[J].PersonnelReview,2020,43〔5〕：672-691.[8]XueliW,LinMA,MianZ.Person-JobFit,JobSatisfactionandTurnoverIntention:TheModeratingEffectoftheOnlyChildreninChina[J].ChineseJournalofManagement,2020,5〔7〕：11-17.[9]OgungbamilaB.EffectsofFeltObligationonOccupationalBurnoutamongEmployeesofPost-ConsolidationBanksinAkure,Nigeria[J].IFEPsychologIA,2018,18〔2〕：137-149.[10]CasimirG,NgeeKNY,YuanWK,etal.TheRelationshipsAmongstLeader-MemberExchange,PerceivedOrganizationalSupport,AffectiveCommitment,andin-RolePerformance:ASocial-ExchangePerspective[J].LeadershipOrganizationDevelopmentJournal,2020,35〔5〕：366-385.[11]沈文海。人-崗匹配的理論研究與實(shí)證分析[D].廈門：廈門大學(xué)學(xué)位論文，2002:31.[12]羅偉良。人力資源配置的個(gè)人--崗位動(dòng)態(tài)匹配模型[J].引進(jìn)與咨詢，2003〔5〕：24-26.[13]袁凌，陳俊。感悟義務(wù)對(duì)組織支持與組織公民行為的中介作用檢驗(yàn)[J].統(tǒng)計(jì)與決策，2008,〔6〕：100-102.[14]EdwardsJR.Person-JobFit:AConceptualIntegration,LiteratureReview,andMethodologicalCritique[M].JohnWileySons,1991:20-34.[15]SchneiderB,GoldstieinHW,SmithDB.TheASAFramework:AnUpdate[J].PersonnelPsychology,1995,48〔4〕：747-773.[16]CableDM,JudgeTA.PersonJobFit,JobChoiceDecisions,andOrganizationalEntry[J].OrganizationalBehaviorandHumanDecisionProcesses,1996,67〔3〕：294-311.[17]KristofAL.Person-JobFit:AnIntegrativeReviewofItsConceptualizations,Measurement,andImplications[J].PersonnelPsychology,1996,49〔1〕：1-49.[18]RynesSL,GerhartB.RecruiterPerceptionsofApplicantFit:ImplicationsforIndividualCareerPreparationandJobSearchBehavior[J].JournalofVocationalBehavior,1993,43〔3〕：310-327.[19]黃煥山，劉帆。崗位匹配系統(tǒng)論[J].廣東行政學(xué)院學(xué)報(bào)，2005,12〔5〕：37-42.[20]金楊華，王重鳴。人與崗位匹配研究進(jìn)展及其意義[J].人類工效學(xué)，2001,7〔2〕：36-39.[21]王麗萍。人崗匹配的方式方法基礎(chǔ)--工作設(shè)計(jì)[J].中國(guó)人力資源開發(fā)，2002,2〔4〕：45-48.[22]BamardCI.TheFunctionsoftheExecutive[J].CambridgeMass,1938,1〔4〕：45-55.[23]KatzD,KahnRL.OrganizationsandtheSystemConcept[J].TheSocialPsychologyofOrganizations,1966,1〔5〕：14-29.[24]OrganDW.OrganizationalCitizenshipBehavior:TheGoodSoldierSyndrome[M].LexingtonBooks/DCHeathandCom,1988:16-44.[25]ShoreLM,WayneSJ.CommitmentandEmployeeBehavior:ComparisonofAffectiveCommitmentandContinuanceCommitmentwithPerceivedOrganizationalSupport[J].JournalofAppliedPsychology,1993,78〔5〕：774.[26]徐曉鋒。企業(yè)員工組織支持感覺的作用[D].北京：北京師范大學(xué)學(xué)位論文，2005:52.[27]AlbrechtSL.JobResourcesandEmployeeEngagementinaChineseContext:TheMediatingRoleofJobMeaningfulness,FeltObligationandPositiveMood[J].IndersciencePublishers,2020,9〔13〕：15-26.[28]ArshadiN.TheRelationshipsofPerceivedOrganizationalSupport〔POS〕withOrganizationalCommitment,in-RolePerformance,andTurnoverIntention:MediatingRoleofFeltObligation[J].Procedia-SocialandBehavioralSciences,2018,30〔4〕：1103-1108.[29]EisenbergerR,HuntingtonR,HutchisonS,etal.PerceivedOrganizationalSupport[J].JournalofAppliedPsychology,1986,71〔3〕：500-507.[30]GouldnerAW.TheNormofReciprocity:APreliminaryStatement[J].AmericanSociologicalReview,1960,12〔5〕：161-178.[31]BlauPM.JusticeinSocialExchange[J].SociologicalInquiry,1964,34〔2〕：193-206.[32]LevinsonH.Reciprocation:TheRelationshipbetweenManandOrganization[J].AdministrativeScienceQuarterly,1965,23〔5〕：370-390.[33]ChenJ,EldridgeD.TheMissingLinkinNewcomerAdjustment:TheRoleofPerceivedOrganizationalSupportandLeader-MemberExchange[J].InternationalJournalofOrganizationalAnalysis,2018,19〔1〕：71-88.[34]EisenbergerR,FasoloP,Davis-LaMastroV.PerceivedOrganizationalSupportandEmployeeDiligence,Commitment,andInnovation[J].JournalofAppliedPsychology,1990,75〔1〕：51-55.[35]EisenbergerR,RhoadesL.PerceivedOrganizationalSupport:WhenEmployersEsteemEmployees[J].AcademyofManagementProceedingsMembershipDirectory,2001,7〔5〕：24-33.[36]MostafaAMS,Gould-WilliamsJS.TestingtheMediationEffectofPersonOrganizationFitontheRelationshipbetweenHighPerformanceHRPracticesandEmployeeOutcomesintheEgyptianPublicSector[J].TheInternationalJournalofHumanResourceManagement,2020,25〔2〕：276-292.[37]OReillyCA,ChatmanJ.OrganizationalCommitmentandPsychologicalAttachment:TheEffectsofCompliance,Identification,andInternalizationonProsocialBehavior[J].JournalofAppliedPsychology,1986,71〔3〕：492-499.[38]TzinerAE.ImpactofWorkAttitudesandPerformanceofCongruencyMeasuresofPreferredandActualOrganizationalClimatePerceptions[M].GoldaMeirInstituteforSocialLabourResearch,1987:40-63.[39]PosnerBZ.Person-JobValuesCongruence:NoSupportforIndividualDifferencesasaModeratingInfluence[J].HumanRelations,1992,45〔4〕：351-361.[40]ChristensenRK,WrightBE.TheEffectsofPublicServiceMotivationonJobChoiceDecisions:DisentanglingtheContributionsofPerson-OrganizationFitandPerson-JobFit[J].JournalofPublicAdministrationResearchandTheory,2018,21〔4〕：723-743.[41]CaldwellDF,OReillyCA.MeasuringPerson-JobFitwithaProfile-ComparisonProcess[J].JournalofAppliedPsychology,1990,75〔6〕：648-656.[42]WarrP,InceogluI.JobEngagement,JobSatisfaction,andContrastingAssociationswithPersonJobFit[J].JournalofOccupationalHealthPsychology,2020,17〔2〕：129-138.[43]DiPaolaM,Tschannen-MoranM.OrganizationalCitizenshipBehaviorinSchoolsandItsRelationshiptoSchoolClimate[J].JSL,2020,11〔5〕：424-431.[44]SpectorPE,CheXX.Re-ExaminingCitizenship:HowtheControlofMeasurementArtifactsAffectsObservedRelationshipsofOrganizationalCitizenshipBehaviorandOrganizationalVariables[J].HumanPerformance,2020,27〔2〕：245-251.[45]ShinY,KimMS,ChoiJN,etal.DoesLeader-FollowerRegulatoryFitMatter?TheRoleofRegulatoryFitinFollowersOrganizationalCitizenshipBehavior[J].JournalofManagement,2020,17〔3〕：77-88.[46]VanKnippenbergD,vanProoijenJW,SleebosE.BeyondSocialExchange:CollectivismsModeratingRoleintheRelationshipbetweenPerceivedOrganizationalSupportandOrganizationalCitizenshipBehaviour[J].EuropeanJournalofWorkandOrganizationalPsychology,2021,24〔1〕：152-160.[47]BudimanA,AnantadjayaSPD,PrasetyawatiD.DoesJobSatisfactionInfluenceOrganizationalCitizenshipBehavior?AnEmpiricalStudyinSelected4-StarHotelsinJakarta,Indonesia[J].AnEmpiricalStudyinSelected,2020,23〔4〕：130-149.[48]ChinT.HarmonyandOrganizationalCitizenshipBehaviorinChineseOrganizations[J].TheInternationalJournalofHumanResourceManagement,2020,11〔2〕：1-20.[49]EtzelJM,NagyG.StudentsPerceptionsofPersonJobFitDoFitPerceptionsPredictAcademicSuccessBeyondPersonalityTraits?[J].JournalofCareerAssessment,2021,4〔2〕：22-35.[50]SpectorPE,BauerJA,FoxS.MeasurementArtifactsintheAssessmentofCounterproductiveWorkBehaviorandOrganizationalCitizenshipBehavior:DoWeKnowWhatWeThinkWeKnow?[J].JournalofAppliedPsychology,2018,95〔4〕：781-789.[51]ChiangCF,HsiehTS.TheImpactsofPerceivedOrganizationalSupportandPsychologicalEmpowermentonJobPerformance:TheMediatingEffectsofOrganizationalCitizenshipBehavior[J].InternationalJournalofHospitalityManagement,2020,31〔1〕：180-190.[52]JiangJY,SunLY,LawKS.JobSatisfactionandOrganizationStructureasModeratorsoftheEffectsofEmpowermentonOrganizationalCitizenshipBehavior:ASelf-ConsistencyandSocialExchangePerspective[J].InternationalJournalofManagement,2018,28〔3〕：675-681.[53]MiaoRT.PerceivedOrganizationalSupport,JobSatisfaction,TaskPerformanceandOrganizationalCitizenshipBehaviorinChina[J].JournalofBehavioralandAppliedManagement,2018,12〔2〕：105-127.[54]BolinoMC,HarveyJ,BachrachDG.ASelf-RegulationApproachtoUnderstandingCitizenshipBehaviorinOrganizations[J].OrganizationalBehaviorandHumanDecisionProcesses,2020,119〔1〕：126-139.[55]NoruzyA,ShateryK,RezazadehA,etal.InvestigationtheRelationshipbetweenOrganizationalJustice,andOrganizationalCitizenshipBehavior:TheMediatingRoleofPerceivedOrganizationalSupport[J].IndianJournalofscienceandTechnology,2018,4〔7〕：842-847.[56]QuratulainS,KhanAK.HowDoesEmployeesPublicServiceMotivationGetAffected?AConditionalProcessAnalysisoftheEffectsofPersonJobFitandWorkPressure[J].PublicPersonnelManagement,2021,4〔10〕：456-462.[57]BaranikLE,RolingEA,EbyLT.WhyDoesMentoringWork?TheRoleofPerceivedOrganizationalSupport[J].JournalofVocationalBehavior,2018,76〔3〕：366-373.[58]汪文娟，費(fèi)廣洪。組織公民行為研究綜述及瞻望[J].社會(huì)心理科學(xué)，2018,26〔11〕：122-127.[59]LeeY,AntonakisJ.WhenPreferenceIsNotSatisfiedbuttheIndividualIsHowPersonJobFitAffectsFeltObligation[J].JournalofManagement,2020,40〔3〕：641-675.[60]SettoonRP,BennettN,LidenRC.SocialExchangeinOrganizations:PerceivedOrganizationalSupport,LeaderMemberExchange,andEmployeeReciprocity[J].JournalofAppliedPsychology,1996,81〔3〕：219-224.[61]ChenZX,AryeeS,LeeC.TestofaMediationModelofPerceivedOrganizationalSupport[J].JournalofVocationalBehavior,2005,66〔3〕：457-470.[62]BoonC,DenHartogDN,BoselieP,etal.TheRelationshipbetweenPerceptionsofHRPracticesandEmployeeOutcomes:ExaminingtheRoleofPersonJobFit[J].TheInternationalJournalofHumanResourceManagement,2018,22〔01〕：138-162.[63]EisenbergerR,KaragonlarG,StinglhamberF,etal.LeaderMemberExchangeandAffectiveOrganizationalCommitment:TheContributionofSupervisorsOrganizationalEmbodiment[J].JournalofAppliedPsychology,2018,95〔6〕：1085-1092.[64]BobekDD,HagemanAM,RadtkeRR.TheInfluenceofRolesandOrganizationalFitonAccountingProfessionalsPerceptionsofTheirFirmsEthicalEnvironment[J].JournalofBusinessEthics,2021,126〔1〕：125-141.[65]ChuLC.TheInfluenceofPerceivedStressonWorkFamilyConflictandMentalHealth:TheModeratingEffectofPersonEnviron