The Relationship between Person-Environment fit, Psychological Well-being and Innovative Behavior: High-Involvement HRM as moderator.

• Main Authors: Yu-Kai Hsiao, 蕭育凱
• Other Authors: Chiung-Yi Huang
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/8c9t6d

碩士 === 元智大學 === 經營管理碩士班(領導學程) === 106 === The past decades have seen increasing interest in “person-environment fit” in the workplace. Despite the advances in the “fitness” consequence, our understanding of “fit” is still far from satisfying in several ways. First, among various kinds of “fit”, “person-group fit” has received relatively less attention. Second, the field of “fit” research has been mostly focused on the effects of “fit” on performance (Kristof-Brown, Zimmerman & Johnson, 2005) but about the relationship between “fit” and employees’ creativity is unknown clear. Third, we emphasized on “psychological welling being” will be as one of important mediating role. Finally, Organization resource such as “high involvement human resource management” is another key factor that promote the probability of creativity (Amable, 1996, 1998). The study integrates above four issues to examine the relationship between “fit” and employees’ creativity and further examine the mediating role of psychological well-being and moderating role of high involvement human resource management. By examining of 231 members from Taiwan’s company. The results show that Person-organization and person-group fit are positive related with positive well-being, person-organization and person-group fit are negative related with negative well-being; Positive well-being is positive related with Innovative behavior, but negative well-being has no relationship with Innovative behavior; Person-organization and person-group fit have positive relationship with innovative behavior via positive well-being, but person-organization and person-group fit have no relationship with innovative behavior via negative well-being; Finally, High involvement HRM is not significant to moderate the relationship between psychological well-being and innovative behavior.