A Study On Influence Of Organization Career Management On Employee Engagement

Employee engagement can be viewed as a significant predictor in enterprise long-term success. At present, China's employee engagement is low, but organizational career management can develop synchronously and long-term "psychological contract" between employees and enterprises. As a result, staff especially excellent employees are intended to stay in the enterprises and contribute their strength.This article discusses the dimension division of organizational career management, the effect of organizational career management on employee engagement and the strategies to improve employee engagement by the means of literature study, questionnaire survey and statistical methods in the background of China.Firstly, the concept definition, classification, measuring method and related research with other variables of organizational career management and the concept definition, classification, the affecting factors and measuring method of employee engagement are elaborated in this paper by means of literature analysis and individual interview on the basis of research findings on organizational career management and employee engagement. Meanwhile, it is explained how organizational career management to play a positive role on enterprises and staff to affect employee engagement by theory, but it is also pointed out that the empirical research of the relationship between them is very little.Secondly, on the basis of literature research, this article constructs the research model,defines the related variables in the model and puts forward three research hypotheses─employee engagement is a multiple concept, including training and learning, position information, career development cognizance and career consulting; personal characteristic variables and enterprise feature variables have a major impact on employee engagement itself and its dimensions; organizational career management has a remarkable influence on employee engagement.Thirdly, pilot test questionnaire is designed and the reliability of the questionnaire data is analysised. Formal questionnaire is distributed among young staff with over one year work experience of some state-owned enterprises, private enterprises, Hong Kong, Macao and Taiwan enterprises, whole foreign-owned enterprises,sino-foreign joint venture enterprises and other types of enterprises in Hangzhou with the method of web survey, word document survey and field survey.?The total number of valid questionnaire is 273.The analysis on questionnaire samples structure shows that the survey is reasonabl, the analysis on reliability shows that the questionnaires of organizational career management and employee engagement have high internal consistency and the analysis on validity shows that the content validity and structural validity of the questionnaires of organizational career management and employee engagement are both high.On the basis of reasonable sampling and high validity and reliability, this paper understands the distribution of variables of organizational career management and employee engagement with the usage of descriptive statistics analysis. The results show that training and learning gains the highest mean of the dimensions of organizational career management and job engagement gets higher mean than organization engagement.Moreover, Independent T test sample analysis is used to check whether gender has significant difference between job engagement and organization engagement and One-way ANOVA is adopted to test whether age, educational background,work tenure,position category,type of enterprise,enterprise scale and enterprise turnover rate have significant differences between job engagement and organization engagement.The paper constructs Structural Equation Model between organizational career management and employee engagement to research the influence mechanism and test the hypotheses. The results show that organizational career management is a five dimension concept and parts of demography variables have a significant effect on employee engagement itself and its dimensions. The dimension of training and learning has obvious influence on both job engagement and organization engagement, the dimension of position information has obvious influence on job engagement and the dimension of career development cognizance has significant influence on organization engagement.Finally, this thesis puts forward four strategic choices from the perspective of organizational career management─training support and mentorship program, establishing a professional information system, setting up reasonable position structure and building a career ladder model and setting up job rotation, all of which can provide certain reference for enterprises to develop the organizational career management.