Abstract

This study surveyed 316 employees in Beijing, Tianjin, Jiangsu, Zhejiang and Shanghai by using questionnaire to obtain the empirical analysis data to study the effects of the person-organization fit on employees' innovative behavior and the the mediator role of innovative self-efficacy between the two. The paper finds that the higher person-organization fit degree is, the stronger innovative self-efficacy is, the more innovative behavior employees will perform and the innovative self-efficacy is the mediator role between person-organization fit and employees' innovative behavior. Analysis of the mediator role of the innovative self-efficacy between person-organization fit and employees' innovative behavior can produce a new insight for organization managers to promote employees' innovative behavior.

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