Abstract: Based on 402 valid questionnaires, this paper uses the fit idea in contingency theory and the covariance analysis method which uses the comparison of first order model and second order model, to discuss the impact of variables fit on job performance of employee innovation behavior in individual level and resources adequacy, innovation legitimacy and innovative culture in organizational level. The result shows that: (1) innovation behavior and innovation legitimacy have significantly impacts on job performance, but resource adequacy and innovation culture don’t have significantly impacts on job performance; (2) the fit effect of innovation behavior, resource adequacy, innovation legitimacy and innovation culture on job performance is better than the effect of individual variables on job performance. Based on this, this paper discusses and analyzes the research results, and gives the corresponding conclusions and suggestions.

摘要： 在402份有效问卷的基础上，本文应用权变理论中的匹配思想和共变数分析方法，通过一阶直接模型与二阶共变数模型的比较，探讨了员工层面的创新行为与组织层面的资源充足度、创新合法性与创新型文化等变量的匹配对工作绩效的影响。研究结果表明：（1）创新行为和创新合法性对工作绩效的直接影响达到了显著性水平，而资源充足度和创新型文化对工作绩效的直接影响未达到显著性水平；（2）创新行为、资源充足度、创新合法性与创新型文化的匹配对工作绩效的影响要优于各个变量独立作用于工作绩效的效果。在此基础上，论文对相关的研究结果进行了讨论与分析，并给出相应的结论与建议。