Organization Of Professional Career Management After80Emolovee’s Gob Satisfaction Impact Study

How to improve staff job satisfaction and keep staff, it is the focus of researchand difficulty of experts and scholars in recent years. Today, the generation after80sas the specific group has walk out of the campus, become the new strength and freshblood to construct modern society and economy. They are the reserve army of socialand economic development, they will become the main force of economicdevelopment to promote social, therefore, understand their change and the demand isparticularly important. Along with the development of society and economy, thecharacteristics of the generation after80s decide the different demand of work, the jobsatisfaction also has new definition. This article mainly in the view of the organizationcareer management to discuss the influence of the satisfaction degree of the work tothe generation after80s employees, through the data analysis get the correlation andinfluence between the dimensionality, provides the basis for how to improve thegeneration after80s employee’s job satisfaction.The generation after80s is the research object of this paper, through the literaturereview and empirical research method, to research the generation after80s employee’sjob satisfaction and organization of the relationship of professional careermanagement. This paper adhering to the previous research results, the organizeprofessional career management is divided into four dimensions: fair promotion, payattention to training, self understanding activity, career development information;Employee satisfaction is divided into four dimensions, namely the working conditionsand the job itself, superior, work reward. Through the scale of data collection andanalysis, this paper discusses the organization career management dimensions andstaff job satisfaction dimensions and return to the relationship between therelationships. In addition, the demographic variables from Angle analysis, gender,education, length of service of the organization career management and employee’sjob satisfaction effect. The conclusion is: promotion fairness and the job itself and therelated significant; Pay attention to training and working conditions and paid workrelated significant; Self understanding activity and career development informationthough and staff job satisfaction dimensions show positive correlation, but therelationship is not obvious. And the job itself has a significant influence on thepromotion, pay attention to training is fair, and self understanding activity; Andworking conditions have significant influences only pay attention to the training; Withthe have a significant influence is to pay attention to the training and careerdevelopment information; And paid work have a significant influence is to pay attention to the training and career development information. The demographicvariables with the degree of paid work and have a significant influence; Theorganization of career management dimensions of the effect is remarkable, especiallyself understanding activity.