An Emprical Study On Relationship Between Person-Environment And Career Success

Along with the environmental change and intense competitive pressures,organizations face frequent changes and the increasing mobility. Hence, how to attract,select and retain high quality staff become the focus of researchers and managers. Onthe conditions of organizational performance, help employees access to career successis an important way to meet the competition.From the view of person-environment fit, this study tends to research on therelationships among the different types of P-E fit and career success. Results extendthe scope of the impact factors of career success, which make up for career successresearch in the "strange cracks". This study provides a new perspective for both careermanagement practice and research.For the157employees from the Pearl River Delta region, the study show:Firstly, using exploratory factor analysis (N=46) and confirmatory factor analysis (N=157) to validate the person-environment scale. The person-environment fit‘sfour-dimensional structure was certified, which include person-vocation fit,person-job fit, person-organization fit, person-supervisor fit. At the same time, resultsshow foreign person-environment scale still has good reliability and validity.Secondly, regression analysis found that person-environment fit and its foursub-dimensions have a significant positive effect on career success, but effect ofperson-organization fit and person-vocation fit are much more than the other twodimensions.Finally, multiple hierarchical regression analysis show that perceived organizationalsupport plays a role of moderate factor between person-organization supervisor fit andcareer success, Namely, when relational psychological contract become more intense,person-job fit or person-vocation fit impact the greater on career success. However，the moderate effect of perceived organizational support among person-vocation fit,person-job fit and career success were not supported.