Study On The Career Management’s Influence Upon The Organizational Identification Based On The Cenozoic Employees

As the environment of market economy changes, many challenges of the survival and development begin to flock to the enterprises. To keep long green, managers begin to focus on improving the level of enterprise management. And with the changes of the environment of the job market, career is no longer tenure. Employees begin to focus on individual career management (ICM). Meanwhile, enterprises also gradually attend to cherish organizational career management (OCM) system. The academic community also expands large of researches.As the Cenozoic employees gradually board the work stage, comparing with the old generation, high turnover rate becomes the difficulties of employees management, because of which, career management system and management system within high turnover rate are widely of research. But more researches are to study the relationship between organization career management and organizational commitment and the job satisfaction. The research about Individual career management and organization identity is less. Some research showed that organization commitment and work satisfaction degrees are results variable of organizational career management, organizational career management affect the organizational commitment and job satisfaction. So this article will use OCM, ICM and organizational identification as the research contents. On the one hand, the conclusions will provide reference for enterprises and employees; On the other hand, it will enrich the research about individual career management and organizational identification.This part Ⅰ, part Ⅱ and part Ⅲ describe organizational career management and Individual career management and organization identity from some aspects and propose the research model and research hypotheses, and design the research volume table on the basis of reading the literature.The OCM volume table and ICM volume table are the established volume table by Lirong Long. Through data analysis, this paper again defines dimension degrees. The organization identity volume table without any modification is the established volume table by Hua Wang. These volumes have been shown to have good reliability and validity in China culture background.Part IV mainly carries on the analysis of the data gathered through the questionnaire and empirical study on Cenozoic employees’ perception of organizational career management, individual career management and organizational identity. Dominate the Cenozoic employees as research object, and collect data by questionnaire to do statistical analysis. Research results show that:organizational career management and individual career management and organization identification have differences in age, gender and other population statistics variables. Some differences are not significantly, and some exist significantly differences. Organization career management and Individual career management have a positive impact on organizational identification. The all dimension degrees of organizational career management have a positive impact on organizational identification and its overall dimensions. Individual career management dimension—career exploration has a significant relationship on the organization identification and the proud of the organization, and is not relevant with the parent appreciation and gratitude. Individual career management dimensions--internal career goals and efforts, external help and support have significant positive correlation with the organizational identification and its all dimensions. Organizational career management is positively related to individual career management dimension. Individual career management dimension--internal career goals and efforts, external help and support are on significantly correlated with all the dimensions of the organization career management, but career exploration is not relevant to the three dimensions.Part V and part VI summary the conclusions of this study, and provide suggestions to organizational career management and individual career management based on the empirical findings in terms of improving the organization’s identification. Enterprises should enhance the quality and charm of managers and establish a fair promotion channels, as well as provide the information about internal vacancies, and should focus on communication and feedback to help the Cenozoic employees to recognize self, and can take the different management styles. The Cenozoic employees should set clear career goals and continue learning, and focus on to build relationship. Finally, this study analyzes the contributions and limitations of the implementation and the results, and directs for future research.