A Study On Staff’s Career Resilience During The Whole Career Life Cycle From The Perspective Of Three Types Of Capital

Due to the volatility occupation career, employees always change their jobs. How toadapt to the working environment in the frequent replacement quickly, relieve their livingpressure and working pressure, improve their career resilience has become the issue ofcommon concern for employees and enterprises. Then we need to explore the influencingfactors of career resilience and give some improvement. After combing the domestic andforeign relevant literature, I found that the study on career resilience still remains in the basictheory introduction stage. Cause the small number and the narrow coverage of careerresilience; we need to depth the theory. The domestic research of career resilience’s influencefactors is focus on the psychological capital, but ignoring human capital and social capitalwhich are important influence factors of personal adaptability and employment ability. Someresearches shows, people’s career resilience are different in different age. So this paperexplore the employee’s career resilience in the perspective of three types of capital.This study uses literature research, questionnaire survey, statistical analysis and otherresearch methods, in the vision of human capital, social capital and psychological capitalintegration, to carry on the empirical research on employee in their whole career life cycle.The result shows that, the empirical results show that there are significant differences ingender, age, record of formal schooling and professional on the career resilience; humancapital, social capital and psychological capital has positive effects on career resilience, andthey have different degree of influence in different lifecycle. Then, this paper putsforward strategies for cultivating career resilience. For the individuals, career resilience mightenhanced by developing three kinds of capital and reducing risk factors. For the organizations,they should use different methods to improve employee’s career resilience in different crowedand stage. Then they should construct the long-term mechanism of career resilience toimprove the level of employee’s career resilience effectively.