The Effect Study Of Organizational Career Management Work-life Balance On Young Employee’s Organizational Behavior

This study aims to explore the influence outcome of organizational career management and work-life balace on young employees’organizational behavior. Based on the theory of career management, this study develops the theoretical framework. It proposes organizational career management and work-life balace as determinants of employee organizational obligation, and organizational commitment as an outcome.The quantitative research methodology was applied in the study. A total of502valid questionnaires were collected nationwide, and the proposed model was examined by structural equation modelling (SEM) using SPSS and AMOS software package.The findings indicate that:(1) The enhance of organizational career management and work-life balace have positive direct effects on employee organizational obligation and organizational commitment;(2) There is positive relationship between employees’organizational obligation and organizational commitment;(3)Young employees have low assessment of organizational career management activities and work-life balance policies, and compared to the former factors, they have a higher evaluation to employee organizational obligation and organizational commitment, but the overall level is still to w;(4) Of the4variable structure, career training got the lowest evaluated and career development got the highest rating in the organizational career management; the amount of life time dimension got the lowest evaluated and the demand of life time dimension got the highest rating in the work-life balance; young employees have a high cognition of interpersonal obligation and have a lower cognition of normination obligation; the continued commitment got the highest evaluated and the normative commitment got the lowest rating in organization commitment.Theoretically, the contribution of this study to the literature is as follows. First, this study explored he determinants and outcome of young employees’ organizational obligation, which may enrich the cnowledge of career management. Second, it examined the influencing effect of organizational obligation and organizational commitment of young employees from two perspectives, that is, organizational career management and work-life balance and the findings of this study may provide useful guidance to literatures. Third, this study may enrich the empirical research of young employees.Practically, the findings of this study may benefit both managers and employees. From the organizational perspective, this study may help managers to provide effective management according to the demand of young employees, and enhance young employees’ obligation; from the employees’ perspective, this study may help them to manage their career effectively with the guidance of organization achieve personal growth and development and enhance life qulity. This may lead to the win-win situation of organization and employees.