| Summary: | 碩士 === 中國文化大學 === 國際企業管理研究所 === 95 === This study empirically examines the relationship between person-job fit(P-J fit) and organizational citizenship behavior(OCB), which seems remain unclear in the orzganizational literature. Therefore, this study hopes to extend the theory of organizational citizenship behavior. We used four individual-level variables, which includes job characteristics, organizational justice, age, and tenure, as controlled variables to purify the relationship between person-job fit and organizational citizenship behavior. Data was collected from 287 Taiwanese employees through questionnaire survey, we adopted hierarchical polynominal multiple regression analysis to examine three main hypotheses.
The results of this study are as followed：First, individuals who perceived higher person-job fit, will have more organizational citizenship behavior. Secondly, this study examined the relationship between the two constructions of person-job fit, named abilities-demand fit and needs-supply fit, and organizational citizenship behavior. The results revealed that individuals who at higher perception, either abilities-demand fit or needs-supply fit, will have more organizational citizenship behavior. Finally, some of the demographic variables from valid samples, such as age, education, and tenure, will influence employee's person-job fit and organizational citizenship behavior. Some practical suggestions and further study are provided.
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