人－组织匹配等因素对员工的满意度、组织承诺的影响

P-J Fit and P-O Fit are focus problems in the investigation field of industry and organization psychology. They have distinct influences on staff job performance and job attitude. In a certain extend,these influences are moderated by some variables. LMX(Leader-member Exchange) and TMX(Team-member exchange) are two most important personal relationship types in job scene. Post investigations indicated that they are equal to forecasting variables and moderating variables of staff job performance and job attitude. From actualities, although there are many investigations about the relationships between P-J Fit, P-O Fit, LMX, TMX and job attitude, these investigations only focused on some aspects, and they discussed little about four aspects at one time and mutual influences. Using hierarchical regression analysis to analyze the survey data collected from 592 employees in a big governmental telecom company, we got some results as follows: (1)After controlling demography variables, standardized regression coefficients on P-J Fit, P-O Fit, LMX, TMX and job satisfaction, organization commitment are all positive, and reach distinct levels. (2) LMX could distinctly moderate the influences of P-J Fit, P-O Fit on job satisfaction, but couldn’t distinctly moderate the influences of the two on organization commitment. Specifically, as LMX increased,the effect of P-J on job satisfaction decreased gradually,while the effect of P-O increased. (3) TMX could not distinctly moderate the relationships between P-J Fit, P-O Fit, job satisfaction and organization commitment. The theoretical implication of this investigation lies in enriching and developing investigations in these fields in a certain extend, through conforming the influences of P-J Fit, P-O Fit, LMX, and TMX on job satisfaction and organization commitment. The practical implication lies in revealing these aspects for corporation governors: When selecting applications for a job, they should try their best to realize the best fit of personal ability and the job requirements, personal value and organization culture. They should enhance staff job satisfaction and organization commitment through furthering the relationship between the leader and members, team members each other. They should cushion disadvantage influences of non-P-J Fit on staff job satisfaction and enhance positive influences of P-O Fit. 【Key words】 person-job fit; person-organization fit; leader-member exchange; team member exchange; job attitude

下岗（失业）求职人员再就业的预测因素研究

How to improve the reemployment of lay-offs and unemployed is a big concern of Chinese society now. Based on literatures in related fields, the thesis investigated predictive factors of job-seeking behavior, reemployment status, quality of reemployment, psychological health among lay-offs (unemployed), and also the relationship between reemployment and psychological health. Lay-off (unemployed) participants for this study were recruited from four public employment centers in Beijing. participants completed two surveys. Results mainly demonstrated: 1 There were significant relationships between Job-seeking self-efficacy, motivation control and job-seeking frequency; age was negatively associated with job-seeking frequency and mental health; 2 Joh-seeking support was highlighted as the only lagged predictor of reemployment status; job-seeking frequency predicted job satisfaction of reemployed individuals; 3 The mental health of reemployed was significantly improved; but mental health of continously unemployed people deteriorated during these three months. High quality reemployment significantly improved mental health, low quality reemployment had no effect on mental health. The research demostrated some psychological factors predicting reemployment and relationships between reemployment and mental health. The results can improve the understanding relationships of reemployment and psychological factors. The results also can improve effective reemployment counseling and reemployment social services.