The Study On The Relational Model Of Career Growth And Organizational Commitment In Commercial Banks

Since the1990s, more attention has been paid to the corporate human resourcedevelopment strategy because of the global economic development and changes in the way oforganization running. Today, under the new situation that the financial environment of Chinahas more connection of tracks with the international standard, the banking industry faces aworldwide inter-bank competition. From state-owned banks to the expansion of joint-stockcommercial banks, local banks are constantly emerging, multi-level impact from foreignbanks. In this competitive environment, commercial banks face unprecedented pressure, andalso brought fierce competition in the talent, the staff turnover increased. Many banks regardthe human resource management as the focus of its reform, hope to capitalize on the bank ofhuman resource potential, and gain a competitive advantage. How to create a motivatinghuman resources system, how to improve employees’ organizational commitment havebecome the most important issue, and also produce an effect on the employee career growthin the theory and practice. At present, more and more staff reduces their dependency andenhances their autonomy, changes in the employment relationship makes major changes in thesense of belonging, loyalty and other aspects of the attitude of the employees to theirrespective organization. Therefore, how to improve the organizational commitment ofemployees is an issue to be solved of the bank human resource management. This paperattempts to use the theory of career growth and organizational commitment, analyses theemployees’ career growth structure of commercial banks and the organizational commitment,divided the career growth into several scenarios, and analyses the relationship with theorganizational commitment under different contexts. Finally, starting from the perspective ofhuman resource strategy, propose solutions on how to effectively keep the talent stock, byimproving employees’ organizational commitment to enhance their recognition of theenterprise and that improve their corporate responsibility and a sense of duty.This thesis is divided into five parts. The first chapter is the introduction part of thisarticle, it introduces the research background and problems, explains the significance of thetopic, set forth the research objectives and its focal point, and gives an account of the methodsused in this thesis. Part II is about some relative theories on career growth and organizationcommitment. Part III tries to construct the relational model of career growth and organizationcommitment, and it is the core part of this thesis. Part IV discusses some specific measures indifferent circumstances. Part V describes possible problems existed in the process of futurestudy on the topic.