ganization fit/three-factors fit/fit quad/improve 对于人与组织匹配(Person-Organization Fit，P-O Fit)问题的关注，已经由国外延伸到了国内学术界和商界。20世纪80年代以来，关于此命题的研究获得重大进展，
基于12个网页-相关网页
ganization fit/three-factors fit/fit quad/improve 对于人与组织匹配(Person-Organization Fit，P-O Fit)问题的关注，已经由国外延伸到了国内学术界和商界。20世纪80年代以来，关于此命题的研究获得重大进展，
基于2个网页-相关网页
Change process fairness moderate the relationship between Theconsequence of change and perceived changes in P-O fit; Coping withorganizational change moderate the relationship between the extent ofchange, the consequence of change and perceived changes in P-O fit.
3、组织公正在变化性质与人—组织匹配之间起调节作用；变化应对在变化程度、变化性质与人—组织匹配之间起调节作用。
参考来源 - 组织变化中人与组织匹配研究·2,447,543篇论文数据，部分数据来源于NoteExpress
Currently, many researches have been done on P-O Fit or OCB, but few researches on influences of P-O Fit to OCB.
目前，单一地对个人-组织匹配或者组织公民行为进行研究的文献很多，但就个人-组织匹配对组织公民行为影响进行系统研究的较少。
Person-Ognization fit (P-O fit) is the research concerning the compatibility between personnel and the organization they work for.
个人—组织契合度是关于员工与其工作的组织之间相容性的研究。
And it has been proved by the researches that P-O fit plays a positive influence on the pay level and job satisfaction, which in turn have been proved to be positively related to pay satisfaction.
已有研究表明，个人—组织契合度对薪酬水平和工作满意度具有积极的影响作用，而薪酬水平和工作满意度也被证明与薪酬满意度显著正相关。
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