Research On The Contents And Effects Of Organizational Career Management Based On Person-Organization Fit

During the protean and boundaryless career era, the personal career management is popular. Career management is deemed to individual behaviour. Employees intend to turnover from one organization to another to promote their own career development. How to educate, take advance of, and keep the employees successfully is the key question for the organizations'development. The traditional organizational career management did not fit the individual requests and characteristics in the new career era any more. And the research methods were summarization which had few guiding significance for organizations. Some researchers propose the new organizational career management contents to guide the organizations in new career era which advocate the organizations should fit with individuals career needs. They have some advancement, but still need to be more perfect and proved by empirical research. This paper tries to propose a more comprehensive organizational career management, and then prove its effectiveness.Firstly, this paper studied the past researches to find out their problems and shortcomings, then borrowed ideas from P-O Fit to found the concept of P-O Career Management Fit. And further to expound its specific contents. And the organizational career management constructed in this paper will help the realization of the P-O Career Management fit. So it's called organizational career management based on P-O fit. It's regarded as both good to individuals and organizations theoretically.Secondly, this paper propose a study hypothesis that the organizational career management based on P-O fit effect organizational performance and individual career success positively, and create a scale to measure the implemention of organizational career management. After the reliability and validity testing, this scale was proved to have a good reliability. And then choose the mature scales to measure the organizational performance and career success.Finally, after survey and data analysis this paper concluded:organizational career management based on P-O fit include training and development, consultation and assessment, releasing career information, establishing career channel, implementing balance plane, rewarding the progress. They have positive prediction function on short-term organizational performance, long-term organizational performance, perception of inside competition, and career satisfaction. Training and development, releasing career information, implementing balance plane, and rewarding the progress have a little positive prediction function on perception of outside competition while consultation and assessment and establishing career channel have no significant function on it.