中文摘要：

在控制人口学变量的基础上,探讨了煤矿企业组织价值观与员工价值观是否匹配对工作分析结果评价的影响。在控制了人口学相关因素后,运用层次回归分析结果发现：煤矿企业的组织-员工成就价值观匹配对信息输入、心理加工、和他人互动活动以及资源管理技能的评价影响显著;组织-员工的团队价值观匹配对工作输出活动、复杂问题解决技能以及与他人的互动活动的评价影响显著;组织-员工诚信价值观匹配对工作活动和工作技能的影响不显著了;组织-员工创新价值观匹配对心理加工活动以及系统技能评价的影响仍然显著。这表明不同的组织-工作价值观匹配对工作分析结果的评价影响不同,支持了工作分析结果评价受社会和认知因素影响的理论,否定了＂工作分析结果差异来源于真实差异＂的理论,丰富了从组织-员工价值观匹配角度对工作分析影响的研究。

英文摘要：

This paper tries to analyze the effect of organization-worker Value Fit to the valuation of job analysis, on the basis of controlling the effect of the demographic variables. Results Show that the effect of organization-worker achievement value fit to the evaluation of information put, psychological processing, interacting with others and resource management was sig- nificant ; the effect of organization-worker team work value fit to the evaluation of work output, the trouble resolution, inter- acting with others was significant ; there was no significant effect of organization-worker integrity value fit to the evaluation of work activities and skills ; the effect of organization-worker creativity value fit to the evaluation of psychological processing, systematical skill was significant. Conclusions ： the effect of different organization-worker value fit to the evaluation of the job analysis was different, which supported the theory of the evaluation of job analysis was affected by the social and cognitive factors, denied the theory of the differences of job analysis rooted from the true differences.