A Study On The Effects Of Organizational Career Management On Knowledge Workers' Affective Commitment

Organizational commitment which is the important concept in the field of organizational behavior has caused wide attention in the field of over the past decade. The research on the concept, the structure, and the consequences variables has been a concerned issue in academe. In recent years, the connection between human resource practices and employees'organizational commitment has been paid more and more attention. And affective commitment, which is the most important part of employees'organizational commitment, is influenced by human resource practices more easily.Organizational career management is a series of policy and practices to make employees'career more efficient. Taking the knowledge workers as the specific object, This paper has discussed the connection between organizational career management and knowledge workers'affective commitment. It aims to make managers know about the situation which the organizational career management in and organizational career management's influence upon knowledge workers'affective commitment, consequently, aware of the importance of developing organizational career management in the enterprise.On the basis of consulting the massive literature, this paper has analyzed the mechanism of Organizational career management's influence on knowledge employees'affective commitment. Then this paper has put forward a series of hypotheses. And carried on the statistical investigation, it is proved that: organizational career management has positive influence on knowledge employees'affective commitment; and perceived organizational support can mediate the relationship between organizational career management and affective commitment. And it has also drawn out that organizational career management has various degrees of influence on affective commitment of the knowledge workers with different characters.Finally, this paper has put forward some countermeasure proposals to enterprise's administrators: establishing the positive attitude and clarifying the enterprise's role of employees'career development; understanding employees'needs in the different career phases and offering some help; organizational career management is a systemic,dynamic process, and it must be integrated into the existing function of human resource management. In addition, enterprise's administrators should pay attention to employees'career development from the dynamic and developmental point of view.