Research On The Determinants And Outcome Of Employee Career Resilience

With the rapid economic development,the strategies and structures of organizations have changed significantly.Today's working environment has been more dynamic,unpredictable and multidirectional.This has led to the fact that the employment relationship between enterprises and employees is no longer stable.Thus,employees may actively or passively change their work environment or work content at any time.Given the trend towards less stable career patterns,individuals who are successful are those who are able to transfer between different works even different organizations by enhancing their career resilience.In today's environment,career resilience has become increasingly important for both organizations and employees.The purpose of this study is to explore the determinants and outcome of career resilience.Based on Hall's theory of career management and London's theory of career motivation,the research model and hypotheses were proposed.Targeting the employees working in service industry,a total of 444 valid data were collected.The findings show that two determinants—perceived OCM and ICM,are all positively related to career resilience.There was positive relationship between career resilience and career satisfaction.Apart from the direct effect,career resilience alsomediated the relationship between OCM/ICM and career satisfaction.Theoretically,this paper explores the impact that organizational and individual variables have on career resilience,which provides a more comprehensive understanding of their relationships.Particularly,it may enrich the knowledge of careers by revealing the ICM's influence on career resilience.The results provide empirical evidence of a positive relationship between ICM and career resilience.Besides,we also examed the mediation effect of career resilience,and the results may provide some valuable new findings.Practically,the challenge that human resource management faces today is to recruit and retain qualified talents and keep staffs in high employability in the increasingly competitive environment.The study highlights the importance for service industry to engage in career management activities that are consistent with the individual career goals and needs.The fact that the hypothesis were supported shed light on the suggestion that organizations improve employees' career resilience by providing better OCM programs.For example,employees that were vocational students or undergraduates are skilled workers who have not developed independent ideas about careers.Organizations should offer more directions and support to facilitate their understanding of jobs.