采用问卷调查法，考察个人与组织价值观匹配和员工的工作满意度、工作投入、组织支持感以及离职意向之间的关系。对33家生产型企业798名员工进行了问卷调查，通过对数据的统计分析，结果表明：个人与组织价值观匹配对员工的工作满意度、工作投入和组织支持感具有显著的正向预测作用，对员工的离职意向具有显著的负向预测作用。

In the present study, we tried to examine the influence of person-organization value fit on the outcome variables, including employees’ job satisfaction, job involvement, perceived organizational support, as well as intention to quit. In the field of managerial psychology and human resource management, person-organization value fit was defined as the match between the values held by individuals and organizations. The theoretical importance and practical significance of person-organization value fit had been recognized. So, the object of this study is to probe into the person-organization fit from the perspective of values, namely to empirical investigate the person-organization values fit. In this study, with the Organizational Values Scale, the Overall Job Satisfaction Survey, the Work Involvement Scale, the Survey of Perceived Organizational Support, and the Intention to Quit Scale, 798 employees from 33 manufacture enterprises were surveyed, and the data were analyzed at the individual level using correlation analysis and hierarchical regression analysis. The thesis adopted the method of indirect individual-levels measurement and calculated the fit index using the absolute value of subtract. The result showed that (1) the person-organizational value fit was positively related to job satisfaction, job involvement, and perceived organizational support, and negatively related to intention to quit. (2) After controlling the demographic variables (i.e. age, sex, educational level), the person-organization values fit had significant positive effects on job satisfaction, job involvement, and perceived organizational support, and had a significant negative prediction on intention to quit. The present research contributes to our understanding of the relationship between person-organization value fit and job satisfaction, job involvement, perceived organizational support and intention to quit by explaining in more detail the psychological mechanisms involved. The results of this study have research as well as managerial implications.