Structural Model Of New Employment Relationship And Its Empirical Study

With the rapid sweep of informatization and globalization in economy, the arrival of the era of knowledge economy and the push of information technology and market economy, the enterprises’mode of operation and philosophy of employment relations are facing an unprecedented huge impact.The enterprises’urgent requests of agility and flexibility have changed the employment relationship pattern thoroughly:the enterprises no longer provide their staff with a relatively stable working environment in the new professional career. Employees can only improve their own employability in order to achieve their own career success. And the important way is to achieve person-organization fit in terms of values, competences and so on. While as for the organizations, with the mutability and no-boundary of professional career, they must provide their staff with development paths on employees’professional career actively, help employees manage their professional career and establish an employment relationship pattern between both sides in terms of commitment to each other, mutual investment and joint liability. Only in these ways can it achieve a win-win situation between individual employees and organizations.Based on the literature review, the paper discusses the influence of commitment to each other, mutual investment and joint liability which belong to the employment relations structure of person-organization fit on job performance and career success as well as the impact of demographic variables on job performance. Firstly, the paper tests and corrects the relevant measurable scales. And then the paper statistical analyzes the returned pre-survey questionnaires and320copies of formal questionnaires with the help of SPSS18.0. The main analytical methods include exploratory factor analysis, reliability analysis, descriptive statistical analysis, correlation analysis and regression analysis, etc. The main conclusions are as follows:(1) Some demographic variables have a remarkable impact on job performance.(2) Under the new employment relationship, commitment between organizations and employees is observably positively related to organizational job performance and employees’ career success. At the same time, the former also has a conspicuous predictive effect on the latter.(3) Under the new employment relationship, mutual investment between organizations and employees shows a significant positive correlation with organizational job performance and employees’career success. At the same time, the former also has a prominent predictive effect on the latter. (4) Under the new employment relationship, joint liability of shouldering management on staffs professional career between organizations and employees demonstrates a prominent direct correlation with organizational job performance and employees’career success. At the same time, the former also has a noteworthy predictive effect on the latter.