A Study On Relationship Between Perceived Organizational Support、psychological Capital And Career Success Of Female High-Level Person

In today’s economic globalization, facing the fierce competition at home andabroad environment, competition between enterprises is not the product ofcompetition, but is talented person’s competition, this will highlight the status ofhuman resources in enterprise management. Under the background of an increasinglycompetitive and product homogeneity, managers have to reconsider the enterprise’score competitiveness, to reveal the advantages of this enterprise, and constantly adjustbusiness strategy and human resource management practices. Investigation shows thatChinese female employees in the enterprise as a CEO position ranked second in thewhole world, this shows that Chinese female employees are able to work constantly toovercome the disadvantage factors, and they have the desire for career success. Asurvey by McKinsey has found company’s performance who is managed by women isbetter than the others in general. Accompanied by the emergence of more and morefemale high-level talents, much attention has been paid to organizations who have toshow what kind of effort to do to ensure their professional success.High-level talents to women as the research object, this paper mainly studiesfemale high-level person’s perceived organizational support and psychologicalcapital’s impact on career success. In this study, perceived organizational support istaken as the independent variables, career success is taken as the dependent variables,psychological capital is taken as intermediary variables, and psychological capital isdivided into four dimensions: confidence, hope, resilience,optimism; career successis divided into three dimensions: promotion, compensation, career satisfaction.Although scholars study perceived organizational support and career success in-depthrespectively in the past, the perceived organizational support how to impact the employee’s career success deserves further validation. According to the existingtheory, it is necessary to discuss the relationship between perceived organizationalsupport and employee’s career success. Also, since the concept of psychologicalcapital is new, the study of psychological capital is still in development at present. Sostudy that puts three variables together and tests the mediating role of psychologicalcapital between perceived organizational support and employee’s career success hasyet to be in-depth, therefore the focus of this article is the study of female high-levelperson’s psychological capital in the mediating role of perceived organizationalsupport and career success.In the process of research, we first elaborate the research background, researchsignificance and the innovation points; and review literature on perceivedorganizational support, psychological capital, career success and their mutualrelationships. On the basis of reference to previous research results, psychologicalcapital can be divided into four dimensions, namely confidence, hope, resilience,optimism, career success can be divided into three dimensions, namely promotion,compensation, career satisfaction. Thus constructs theoretical model among perceivedorganizational support, psychological capital and career success. In the model,perceived organizational support is taken as the independent variable, career successis taken as the dependent variable, psychological capital is taken as the intermediaryvariable; finally puts forward the relevant hypothesis. In data analysis, mainly in theform of questionnaire survey to collect data, and the scales of three variables are alldeveloped by foreign scholars, so the scales have a certain scientific. Then we have aquestionnaire and the questionnaire recycling collection and data analysis processing.When processing the data, we have experienced the descriptive statistics, thereliability analysis, validity analysis, correlation analysis and regression analysis. Onthe basis of these analysis, we give the hypothesis testing results.By hypothesis test results, we obtain the conclusion of this study: first, femalehigh-level person’s perceived organization support was positively correlated withprofessional success; second, female high-level person’s perceived organizationsupport was positively correlated with psychological capital, namely perceived organization support can increase the level of person’s confidence, hope, resilienceand optimism; third, female high-level person’s psychological capital was positivelycorrelated with career success, that is to say, the higher of female high-level person’spsychological capital, the more easier to achieve professional success for them.;fourth, psychological capital between perceived organization support and careersuccess has obviously intermediary role, namely perceived organization support underthe mediating role of psychological capital on career success is abate, the influence ofpsychological capital has partial intermediary role. Therefore perceived organizationsupport can directly affect the career success, also can affect career success throughpsychological capital. Finally, we put forward some reasonable suggestions toimprove the perceived organization support, to enhance employee’s psychologicalcapital and to focus on career development of the female high-level talents, and pointout the limitations of this study and some prospects for future research.