A Study On Relationship Between Career Competenceies, Career Success And Organizational Identification

Since the last decade of the 20th century, the globalization trend has been intensifying, and the world is at the threshold of the knowledge economy era. The internal and external environment of organizations is experiencing profound changes, which increasingly intensifies the boundaryless career trend. The turnover of knowledge staff is obviously too high and career management responsibilities are gradually shifted from the organizations to individuals. In this context, a sense of accumulating various capitals and improving Career Competenceies is especially important. From the perspective of enhancing personal career success and promoting organizational development, the paper probes into the relationship between Career Competenceies, career success and organizational identification so as to provide new strategies for career management and new perspectives for organizational development.Taking knowledge workers in Zhejiang enterprises as the research object, together with related researches home and abroad and by means of questionnaire survey method and SPSS statistical software, the study verifies the predictive effect between Career Competenceies, career success and organizational identification, determines the impact degree of different Career Competenceies on outcome variables, and meanwhile discusses the impact of different control variables on outcome variables. Finally, based on the study results, the author proposes relevant recommendations for enterprises and employees, analyzes the limitations of this paper and indicates the future research orientation.Through empirical analyses, the paper draws the following conclusions:1. Various dimensions of Career Competenceies have significant predictive function on career success, in which the "know-who" Career Competenceies is the strongest predictor, and among each sub-dimensions, career insight, career-related skills and external network are most functional.2. Various dimensions of Career Competenceies have significant predictive function on organizational identification, in which the "know-why" Career Competenceies is the strongest predictor, and among each sub-dimensions, proactive personality, career identification and internal network are most functional.3. Mentoring has a strong promoting effect on career success and organizational identification. Through comparative analysis of different types of mentors, it is found that informal mentoring has a better promoting effect on career success and organizational identification than formal mentoring, and immediate mentoring is superior to non-immediate mentoring.4. There is significant divergence of different control variables on career success and organizational identification. For example, gender, marital status, work experience, post, type of work have significant difference on career success; While only work experience and post among different control variables have significant impacts on organizational identification.