I 摘要 随着社会经济的快速发展以及企业之间竞争的加剧，很多企业高层管理人员 已经开始认识到，企业要生存和发展，人力资源已逐步成为企业的核心竞争力。 从外部引进高素质人才是优化人力资源的一种方式，但人力资源的有效配置和合 理使用更受到现代企业的关注和重视，只有结合人才能力及特长来进行人员的适 配，才能够让员工在岗位之上如鱼得水，才可以为企业创造更大的价值。所以人 岗匹配问题也逐步成为企业人力资源管理研究的热点。 在以往人岗匹配与工作绩效之间的关系研究中，大多是将其单维度或者与其 他维度进行了研究分析，而将人岗匹配、工作投入和工作绩效放在同一情境下进 行研究的比较少。对此，为了弥补以往研究的不足，本文以 ZLMY 公司为研究对 象，以工作投入为切入点，探讨人岗匹配对工作绩效的影响，从岗位匹配的角度 为提高员工的工作绩效提供新思路。 本研究在查阅了人岗匹配、工作投入和工作绩效等方面的文献基础上，对 ZLMY 公司员工在人岗匹配、工作投入和工作绩效三方面存在的问题进行了访谈 调研，结合相关的调研情况和文献综述，并参考特质因素理论、工作要求—资源 理论等的作用机理，提出了此研究的前提和模型。本研究在所有发出并收回的问 卷中，信息符合有效性要求的共有 265 份，结合问卷调研数据，本文引入 SPSS25.0 软件和 AMOS24.0 软件进一步展开了信度效度的检验，结论表明：本课题中涉及 到的人岗匹配量表、工作投入量表、工作绩效量表都具有较高的信度和效度。 通过相关分析、回归分析及中介作用检验，结果表明：人岗匹配度对任务绩 效、人际促进以及工作奉献有显著的正向影响；人岗匹配度对工作投入有显著的 正向影响；工作投入对任务绩效、人际促进及工作奉献有显著的正向影响；工作 投入在人岗匹配和工作绩效关系之间起到部分中介作用。本文的研究结果为提升 ZLMY 公司人岗匹配度和改进绩效管理工作提供了相关的管理对策和建议，有利于 企业资源的有效配置，提高员工工作投入，促使员工个人绩效和公司整体绩效的 最大化。同时，还为同行业企业的人岗匹配及绩效管理提供参考。 关键词：人岗匹配，工作投入，工作绩效，绩效管理ABSTRACT II ABSTRACT With the rapid development of social economy and the intensification of competition among enterprises, many senior managers of enterprises have begun to realize that human resources have gradually become the core competitiveness of enterprises to survive and develop. The introduction of high-quality talents from outside is also a way to optimize human resources. However, the effective allocation and rational use of human resources are paid more attention to by modern enterprises. Only by placing the right employees in the right positions can they give full play to the initiative and enthusiasm of employees and create greater value for enterprises. Therefore, the problem of person-post matching has gradually become a hot topic in the research of enterprise human resource management. In the past, most of the researches on the relationship between person-post matching and job performance are single dimension or with other dimensions. However, there are few researches on the relevance of person-post matching, engagement, and performance at work in the same context. In this regard, in order to better overcome the limitations of previous scholars' research, this paper will take the data and materials of ZlMY company as the specific basis and carry out the correlation analysis from the perspective of job engagement，discusses the influence of person-post matching on job performance, and provides new ideas for improving employee's work performance from the perspective of person-post matching. On the basis of consulting the literature on person-post matching, work engagement and job performance, this study conducted an interview survey on the problems of zlmy employees in the aspects of person-post matching, work engagement and job performance. Combined with the relevant research situation and literature review, and referring to the mechanism of trait factor theory, job requirements resource theory, the premise and model of this research are set up, the research model of this paper was 265 of the questionnaires sent and received met the requirements of validity, and the reliability and validity of the data were this paper introduces SPSS25.0 software and AMOS24.0 software to further develop the test of reliability and validity the person-post matching scale, work engagement scale and work performance scale used in this study have high based on correlation and regression analysis, and mediatingABSTRACT III effect test. Through correlation analysis, regression analysis and mediating effect test, the results show that: person-post matching degree has significant positive prediction on task performance, interpersonal promotion and work dedication; person post matching degree has a significant positive prediction on work engagement; work engagement has a significant positive prediction on task performance, interpersonal promotion and work dedication; work engagement plays a part of intermediary role between person-post matching and work performance.The research results of this paper provide relevant management countermeasures and suggestions for improving the person-post matching and improving performance management of ZLMY company, which is conducive to the effective allocation of enterprise resources, improving the work input of employees, and promoting the maximization of personal performance and overall performance of the company. At the same time, it also provides reference for the person-post matching and performance management of enterprises in the same industry. Keywords: Person-post matching，work engagement，work performance，performance management目录 IV 目录 第一章 绪纶....................... 1 1.1 研究背景............... 1 1.1.1 理论背景 ... 1 1.1.2 实践背景 ... 2 1.2 研究意义............... 3 1.2.1 理论意义 ... 3 1.2.2 实践意义 ... 3 1.3 研究目的和内容... 4 1.3.1 研究目的 ... 4 1.3.2 研究内容 ... 4 1.4 研究方法和技术路线.......................... 4 1.4.1 研究方法 ... 4 1.4.2 技术路线 ... 5 1.5 论文结构............... 6 1.6 本章小结............... 6 第二章 文献综述............... 7 2.1 人岗匹配文献综述.............................. 7 2.1.1 人岗匹配的相关概念 .............. 7 2.1.2 人岗匹配的维度与测量 .......... 9 2.1.3 人岗匹配的研究现状 ............ 10 2.1.4 人岗匹配的研究述评 ............ 13 2.2 工作绩效文献综述............................ 13 2.2.1 工作绩效的相关概念 ............ 13 2.2.2 工作绩效的维度与测量 ........ 14 2.2.3 工作绩效的研究现状 ............ 16 2.2.4 工作绩效的研究述评 ............ 17 2.3 工作投入文献综述............................ 18 2.3.1 工作投入的相关概念 ............ 18 2.3.2 工作投入的维度与测量 ........ 20 2.3.3 工作投入的研究现状 ............ 21目录 V 2.3.4 工作投入的研究述评 ............ 24 2.4 本章小结............. 24 第三章 研究设计............. 25 3.1 研究问题的提出. 25 3.1.1 ZLMY公司的基本概况.......... 25 3.1.2 ZLMY公司绩效管理现状...... 25 3.1.3 ZLMY公司工作绩效存在的问题......................... 27 3.1.4 ZLMY公司工作绩效问题的原因分析................. 31 3.2 理论模型............. 33 3.3 研究假设............. 34 3.3.1 人岗匹配与工作绩效的关系 34 3.3.2 人岗匹配与工作投入的关系 35 3.3.3 工作投入与工作绩效的关系 36 3.3.4 工作投入在人岗匹配与工作绩效关系中起中介作用 ...................... 37 3.4 测量工具............. 38 3.5 样本选取和数据收集........................ 39 3.5.1 样本选取 . 39 3.5.2 数据收集 . 39 3.5.3 样本的基本信息 .................... 39 3.6 本章小结............. 40 第四章 数据分析与假设检验........................ 41 4.1 信度与效度分析. 41 4.1.1 信度分析 . 41 4.1.2 验证性因子分析 .................... 42 4.2 描述性与相关性分析........................ 44 4.2.1 描述性统计分析 .................... 44 4.2.2 相关性分析 ............................ 45 4.3 回归分析............. 46 4.3.1 回归分析的方法和步骤 ........ 46 4.3.2 人岗匹配和工作投入与任务绩效关系的回归分析 .......................... 47 4.3.3 人岗匹配和工作投入与人际促进关系的回归分析 .......................... 48 4.3.4 人岗匹配和工作投入与工作奉献关系的回归分析 .......................... 49 4.3.5 人岗匹配和工作投入与工作绩效关系的回归分析 .......................... 50目录 VI 4.3.6 工作投入在人岗匹配与工作绩效关系的中介效应回归分析 .......... 52 4.4 本章小结............. 52 第五章 研究总结和展望. 54 5.1 研究