The Impact Of Career Resilience And Career Calling On Career Success

As the change of the economic situation in recent years and the changes in the form of organization, employment quality is more and more get attention.Individuals want to control their own careers, they will no longer commit their career to a single organization or employer, they can actively manage their own career instead, to seek for their sense of profession and organization. People want to combine their ability with the ideal, for their own career success. Researchers have put forward in order to adapt to the new career mode and have career adaptability, thinking career adaptability is the important factor of success in ones career. In previous study, the most is the ability or willingness to unilaterally to the impact of personal career, but not both together. This research will be based on a new career environment, both the ability and willingness of choosing career adaptability and calling two important variables, both and career decision-making self-efficacy and the relationship between subjective and objective career success, and tries to study the intrinsic mechanism between each variable. This study is based on Bezt & Taylor career decision-making self-efficacy theory, with reference of Zhaofengxiang's career decision-making scale, compile the suitable for Chinese employees to use scale of career decision-making self-efficacy. And do reliability and validity of the test of the questionnaire.Referred to the relative researches domestic and overseas, the research surveyed 450 employees using career adaptability questionnaire?calling questionnaire ?career decision-making self-efficacy questionnaire and career success questionnaire. By the correlation analysis, statistical analysis, regression analysis, structural equation modeling analysis with SPSS 19.0 and AMOS 17.0, we achieve these result:(1) Calling of employees have significant difference in the type of marital status, work nature, working years and position level. Career adaptability of employees have significant difference in the type of marital status, education, working years and job level.(2) Career adaptability and the various dimensions could positively predict subjective career success; Calling and the various dimensions could positively predict objective career success.(3) The sense of career decision-making self-efficacy is the mediate between career adaptability and subjective career success. Career adaptability can forecast the subjective career success. After join the career decision-making self-efficacy, and thus affect the career decision-making self-efficacy and then impact on staff subjective career success.(4) The sense of career decision-making self-efficacy is the mediate between calling and objective career success. Calling can forecast the objective career success. After join the career decision-making self-efficacy, and thus affect the career decision-making self-efficacy and then impact on staff objective career success.(5) By building a structural equation model, we found that career decision-making self-efficacy in career adaptability and subjective career success, calling and objective career success, the two paths mediation model has been validated.