Research On The Influencement Of Career Management Based On P-O Fit To Organizational Commitment

As typical knowledge workers, the R&D personnel pay high attention to their career development.But now the organization career development is at relatively low level in our country. Most enterprises are unaware of the importance of organization career management. On the one hand, employees show great concerns over career development.On the other hand, enterprises are not serious about organization career management, measures not to arrive. If there is a mismatch between offers and requests of career management practices, if there is no unit between enterprise strategy and personal career planning, firms will be unattractive and there will surely be a decrease in staffs loyalty.Based on Person-Oragnization Fit model and focused on the issue of career management, through the questionnaire survey on R&D personnel in Beijing, this study explores the OCMPs Gap and organizational commitment. OCMPs Gap means the gap between the need of R&D personnel and their perceptions of organiztional support in organiztion career management practices (OCMPs). Discusses the relationship between OCMPs Gap and R&D personnel's organizational commitment. Give organizations advices on how to play a part in Employee Career Management as supporter and developer.By reviewing previouse related studies, this study proposes a basic theoretical model and hypothesis concerned. Then interview is carried out to test the initial model.At the third stage,182 R&D personnel from 10 companies were surveyed through questionnaires. The conclution indicates that:(1)There are some significant differences in terms of gender, age, working life, nature of enterprise and enterprise scale for some dimensions of the OCMPs fit; there are some significant differences in terms of marital status for organizational commitment.; there are some significant differences in terms of age, education, working life, nature of enterprise and enterprise scale for some dimensions of organizational commitment. (2) There is some positive correlation between the OCMPs fit and organizational commitment in the overall level. (3) There is some positive correlation between the OCMPs fit and organizational commitment in all dimensions. (4) It is significant predictive to organizational commitment for fair promotion fit, training fit and career development fit.