Person-job Fit in Open Selection of Civil Servants From the Perspectives of Organizational Effectiveness and All-around Human DevelopmentBased on Samples From the Provincial Units in Province J

In understanding and measuring person-job fit, we should not only consider elements of organizational effectiveness such as job skills and experiences, but also incorporate factors closely related to all-around human development, including personality traits and personal interests. A sample survey of openly selected civil servants in provincial departments of Province J reveals that the overall person-job fit is relatively good, though the degree of fit varies across different factors. Job skill and interest are two elements that are relatively important, but the degrees of person-job fit on them are not enough yet. This should be prioritized by organizational and personnel departments at all levels in future efforts to improve person-job fit. In terms of influencing factors, motivations based on career planning, understanding of the target institution and position, the relevance of selection processes, and post-entry training all positively affect the person-job fit of openly selected civil servants. To further enhance the person-job fit, applicants should strengthen their career planning and improve their understanding of the target institution and position; organizational and personnel departments should increase the relevance of selection procedures and implement classified examinations; and the selecting departments should improve post-entry training and strengthen the human resource development of openly selected civil servants.