Psychological test: Compatibility test for personal behavioral style and corporate values

Matching individual and organizational values can effectively predict employees’ positive attitudes and behaviors. In the management practice activities such as talent recruitment, employee training, career management, organizational system design, and employee maintenance of enterprise human resources management, the matching of individual and organizational values can be used to improve the effectiveness of enterprise management and enhance the competitiveness of enterprises. Value matching, also known as individual and organizational values matching, refers to the degree of consistency between individual values and the values of the organization they are in. It operates the operation of individual and organizational matching from the perspective of values. A large number of existing studies have shown that matching individuals and organizational values has a positive effect on employees, and has good positive predictive power for employees’ work performance, career success, job satisfaction, organizational commitment, organizational citizenship behavior, etc., and can reduce employees’ intention to leave, work burnout, and work pressure. In the era of informatization and globalization of knowledge economy, in order to cope with more complex situations such as strategic transfer, institutional innovation, scale changes and structural adjustment, organizations need to have a talent team that can flexibly respond to various changes and competitions and have high organizational commitments. Many research results on matching individual and organizational values have brought an inspiration to management practitioners: in organizational management, promoting the degree of matching between individual values and organizational values will improve employees’ work performance and improve employees’ work attitudes, and bring many benefits. Therefore, improving the level of matching individuals and organizational values can help organizations achieve a human resource team that owns and maintains a highly loyal one. In the human resource management of an enterprise, the matching of individual and organizational values can be applied to the recruitment of the organization’s talent. Assessing the matching of individual and organizational values during the organization’s employee selection process will improve employees’ work attitudes and reduce absenteeism and personnel turnover. In fact, some organizations have taken into account the question of whether individual and organizational values match each other in the process of selecting personnel. For example, when recruiting talents, Amazon emphasizes that ‘it is not a believer of Amazon, and Amazon will not accept it.’ Chatman (1989) proposed that in the process of recruiting and selecting new employees in enterprises, organizations should consider from the perspectives of whether the organization’s cultural values and individual values are consistent, and whether the organization’s expectations and individual goals are consistent. Other studies have found that when hiring employees, organizations always try their best to choose candidates who are consistent with their organizational values or organizational environment in terms of personality characteristics and value orientation. Some researchers also pointed out that when recruiting employees is to hire and maintain organizational resilience for a long time, matching individual and organizational values is one of the main factors that must be considered. Zheng Renwei et al. (2001) based on the analysis of the meaning of matching personal and organizational values, put forward four suggestions for enterprises to recruit employees: First, the organization’s main corporate values and goals should be clearly defined; second, the organization’s values and goals should be integrated into the company’s salary and performance evaluation system; third, the company’s image advertising should be paid attention to; fourth, the organization’s human resources department should design ‘job-appropriate’ tests in accordance with corporate values. Matching individual and organizational values affects an individual’s career. Bretz et al. (1994) found that the degree of matching values between employees and organizations has a certain impact on employees’ external achievements such as job promotion, salary level, position, and internal achievements such as work interest, and life satisfaction. Cable et al. (2002) found a positive correlation between individual and organizational value matching and employee career satisfaction. Research on managers found that managers who match their organizational values have significantly higher overall management performance, work status and promotions. Therefore, for employees in the company, evaluating the matching of individuals and organizational values will help individuals better plan their careers. For example, when an individual cannot agree with organizational values but is competent for the job, other companies should consider looking for similar jobs. When an individual recognizes the values of an organization but is not competent for the job, he should consider staying in the company but changing a job or improving his professional skills through further study, training, etc. to be competent for the job. For enterprises, organizational career management based on value matching should pay attention to developmental training for employees, provide employees with a platform for career development, and provide opportunities for job rotation. For employees at different stages of career development, enterprises should adopt different management methods. In order to promote the matching of individuals and organizational values, when designing the organizational system, the core values of the enterprise should be integrated into the organizational system, especially the enterprise’s salary system, performance evaluation system, and promotion system. A system that integrates the core values of the enterprise can promote employees who match the organization’s values to stay in the enterprise and serve the enterprise for a long time, while employees who don’t match the organization’s values will leave the enterprise. Matching individual and organizational values has a positive impact on employees’ attitudes and behaviors. It is of great significance to apply the matching of individual and organizational values to corporate human resource management. In terms of talent recruitment, new employee training, career management, organizational system design and employee maintenance, matching individual and organizational values can play an important role to promote corporate human resources management. This test is a professional test of the matching degree of personal behavior style and corporate values. Please participate in the organizational cultural matching personnel for personal tests. This test includes 24 questions, each question has two options. Please complete all questions within ten minutes. This test will score the tester in two dimensions: working mode (S) and working atmosphere (C) of organizational culture.