Organizational Career Management And Career Growth

Employees’career growth is the key factor of achieving career success for employees and getting development for organizations. With the changing of organization forms, emerging of boundaryless career, people usually make career transition across several organizations and positions, instead of a particular one. In order to obtain sustainable employability, employees pay attention to their career growth increasingly. At the same time, facing with the increasing challenge of change in career fields, organizations have found that employees have more opportunities to get and change jobs, the outflow of enterprises talents increases gradually. How to enhance employees’career growth has been given widespread concern and explored in academic and enterprises. But researchers exploring the mechanism of career growth from the organizational level (organizational career management) is still relatively scarce. This study attempted to investigate the issue of employees’career growth from the perspective of organization career management. It has a certain theoretical and practical significance to explore the relationship between the organization and employees for staff management, rapid growth, and organization development.Based on the integration of the previous literature and the theory of people-environment fit, organizational support and work motivation, we proposed an integrated framework model about the mechanism of organization career management on organizational career growth (career goal progress, professional ability development, organizational rewards increase). The model clarifies the mechanism of organizational career management (career guidance and career support) on employees’career growth through P-O (people-organization) fit and P-J (people-job) fit. In this model, we analyzed how organizational career management may affect career growth directly, and the multiple indirect mechanism of P-J fit and P-O fit between them. We collected364valid samples through three-wave longitudinal surveys over one year. The results showed that:(1) Career guidance and career support were significantly and positively related to P-O fit and P-J fit;(2) P-O fit and P-J fit were significant related to all the dimensions of career growth;(3) P-O fit and P-J fit mediated the relationship between all the dimensions of career management and career growth respectively;(4) Career guidance was positively related to career goal progress, while career support was positively related professional ability development and organizational rewards increase after controlling the affect of fit.