The Relevant Research On Personality Preference, Career Anchor Types And Career Planning Of The IT Industry Knowledge-based Staffs After The 1980s

Career life is the largest components of personal time-consuming and energy-investment. Individual comprehensive development must be build on the basis of career development. Career planning is an important means of personal comprehensive development and individual all-round development is the ultimate goal of a successful career planning. Therefore, to make adequate and reasonable use of career planning, to help individual growth and progress, to realize individual value, to promote social progress and development, has become the core of career planning.The 21^st century is the era of knowledge-based economy, the era of global economic integration, the era of new high-tech, the era of competition, and era of humanistic management. Talent competition is the key to the knowledge-based economy; human resources are primary resources for the knowledge economy era. To deal with increasingly fierce competition, enterprises as an organization, how to gain a competitive advantages, how to maintain our competitive advantages, these problems becomes the urgent and realistic puzzle that every enterprise has to face for. The human factor is becoming more and more the key factor of realizing strategic objectives of enterprises. Under such circumstances, those who are able to attract, to remain, to rain and to take advantage of talent personnel, who will take the initiative in market competition, who will own strong core competitiveness. Consequently, in contemporary socio-economic development, the development, usage and management of human resource has become a decisive factor for economic growth, and also directly constitute the core competitiveness of enterprises in key strategic resource.Along with the continuous deepening and strengthen of China's reform and opening-up, China's demand for high-tech information technology staff showing a rapid upward trend, and the career planning of knowledge-based technology staff in IT industry has played a prominent role in this trend, which is directly related to the overall economic growth rate of enterprises and the development of high-tech industries. As a new generation who has grown up under the backdrop of China's reform and opening-up, the After-1980s young people undoubtedly will undertake this sacred and important mission. Therefore, to study the individual career planning of the IT knowledge-based staffs after the 1980s is concisely have realistic and practical significance, meanwhile, is also a major issue which is related to national economic development and civil livelihood.As the generation who grew up with the market economy environment, the After-1980s brings out sensitive practice and high absorbability for medium means of dissemination, like networks, multi-media etc. and which can be applied flexibly in real life and work. The generation after 1980s has irreversibly climbed on the career stage regardless of promotion by historical rut or the needs of social development. They're well-educated, smart maneuverability, publicizes personality, cherish freedom, full of creative minds, and they're prone to take superiority compared with any generation before. However, there're also many worried things about them, such as serious self-centered, lack of cooperation and communication, their great material wealth but spiritual beliefs faults, over-commercial tendency and impudent arrogance etc. Those characteristics make the community publication started to question whether the After-1980s could accomplish the historical significant responsibility of revitalizing China, inheriting the past, and ushering in the future. The After-1980s generation is on the stage of a new transition period between old and new career planning management, thus they're facing the preliminary issues of their lives—how to deal with new career options and find their own development path. They're now facing with neither previous experience to follow, nor did the"iron rice-bowl"to hold, so that, our proposal of study is to inspect the relationship of personality preference, career anchor and career path choice of the IT industry stuff after the 1980s.The tendency of the study is quite imminent and urgent, and have practical and guiding significance for young people's career planning.Our study selected a special crowd—knowledge-based IT industry stuff after the 1980s, it bring us much practical significance by studying the relationship between personality preference, career anchor and career path choice, and also it provide basis for career planning. Our study chooses the MBTI Scale, it initially developed for staff's personality test. Some foreign studies had analyzed several dimensions of the MBTI and drawn some conclusions about the relationship of professional values, career anchors and other occupations. However, according to domestic studies, on one hand, research on personality preference and career development are almost all about graduates before employment; on the other hand, MBTI questionnaire was seldom used in academic research on stuff's personality. Liu Guoqi (1999) used MBTI Scale doing a research on relationship between management personality and performance, and he found that the two factors existing high correlation, and also proved that MBTI Scale is a scale with good reliability and validity. Therefore, this study will apply MBTI Scale to explore and analyze stuff's personality preference and career tendency. Overall, according to previous research, certain personality preference and different kinds of career anchors will affect individual career choices and career planning, and there exists certain interaction relationship between personality preference and career choices. Therefore, the task of this study was inspecting the relationship of personality preference, career anchors and career path choice, and it also supply reference of individual differences for human resource development and employers, meanwhile, it provide guidance for individual employees based on their own conditions and ability.Our research working on the basis of document reviews and summaries, questionnaires and personnel interviews of the samples who's selected in the knowledge and technology-based IT enterprises at least with college graduate degree in district of Beijing and Shanghai. We got 424 effective samples, putting the focus on the influence and relationship between personality preference, career anchor types and career planning of the After-1980s IT industry knowledge-based staffs. Verification of the basic theories, concepts and assumptions, we drew the following conclusions:(1) At present, there are six career anchors in the After-1980s IT industry knowledge-based staffs: management career anchor; technical capacity career anchor; creativity career anchor; pure challenge career anchor; independence career anchor; and security career anchor.(2) At present, there are four career routes in the After-1980s IT industry knowledge-based staffs: integrated management career route; vertical technical expert career route; horizontal technical career route; and project-oriental career route.(3) Personality preference, gender, education level, professional ranks and other factors may affect the formation of the career anchor types and career routes, which is leading to the individual diversity.(4) There is certain correlation between the personality preference and career anchor types.(5) A certain prediction is indicated according to defining personality preference and career anchor types.Overall, the study concludes the career planning for the enterprises on the theoretical basis, and also provides a reference basis for decision-making of the staff's personal career routes in the practical field. And it takes certain theoretical significance and practical value.