Descriptive Statistics and Correlation Analysis.

New employees can bring new perspectives and vitality to the organization. Creating a suitable environment for new employees to innovate, maintain their work enthusiasm, and stimulate their innovative behavior is an important research topic. This study focused on recent college graduates and included 893 valid samples collected from Chongqing, China. A structural equation model was constructed from a multidimensional perspective to explore the mediating role of employee engagement between person-environment fit and new employees’ innovative behavior. The results show that person organization fit, needs supplies fit, and demands abilities fit can directly increase new employees’ innovative behavior; Emotional and behavioral engagement mediate the relationship between person organization fit and needs supplies fit on innovative behavior, and behavioral and cognitive engagement mediate the relationship between demands abilities fit on innovative behavior. This provides practical suggestions for enterprise managers on effectively promoting employees’ innovative behavior and leading enterprises to realize sustainable development.

新员工可为组织带来全新视角与蓬勃活力。为新员工营造利于创新、维系工作热情并激发创新行为的适宜环境，是一项重要的研究课题。本研究以应届高校毕业生为研究对象，共收集到来自中国重庆的893份有效样本。本研究从多维度视角构建结构方程模型（structural equation model），以探究员工敬业度（employee engagement）在人-环境匹配（person-environment fit）与新员工创新行为之间的中介作用。研究结果表明，人-组织匹配（person organization fit）、需求-供给匹配（needs supplies fit）与要求-能力匹配（demands abilities fit）均可直接提升新员工的创新行为；情感敬业度与行为敬业度在人-组织匹配、需求-供给匹配与新员工创新行为的关系中发挥中介作用，而行为敬业度与认知敬业度则在要求-能力匹配与新员工创新行为的关系中起到中介效应。本研究可为企业管理者有效推动员工创新行为、助力企业实现可持续发展提供实践参考。