The Role Of Organizational Career Management On Organizational Career Growth Based On Organizational Assimilation Theory

With the arrival of turbulent era of new econmoy and the emerging of boundary less career,the structure and management model of organizaiton are continuously changing.Employees transform their professional values,and their career is not confined to a certain organization or job,job mobility and career transition are becoming common phenomena.Under these circumstances,employees hope to improve employability when serving the organization,and the organization wants to retain employees who are excellent and loyal.Obtaining career growth is an important criteria in selecting job and organization.If employees can't achieve career growth in the current organizaiton,they are likely to resign and change occupation.Organizations gradually realize that if they want to retain talents and stay competitive,they have to pay attention to employees' career growth.Since career growth not only impacts employees' future development,but also influences development prospect of organization,both employees and organizaiton should pay close attention to career growth.However,few studies discuss how to improve career growth in organizational perspective.In this study,we try to discuss the enhancement mechanism of career growth in the perspective of organization.Based on organizational assimilation theory,we build a theoretical model about organizational career management and organizational career growth,and analyse the mediating role of P-O fit and P-J fit.Furthermore,we clarify the differential effects of organizational career management on different individuals by examining the moderating effect of vocational identity.We conducted a three-wave longitudinal survey,and finally collected data from 48 managers and 175 employees.The results indicate that:(1)Career guidance is positively related to P-J fit,while career support is positively associated with P-O fit;(2)P-O fit and P-J fit are positively related to career growth;(3)P-O fit mediates relationship between career support and career growth,and P-J fit mediates the relationship between career guidance and career grwoth;(4)Vocational identity moderates the relationship between career guidance and P-J fit,career support and P-O fit;(5)Vocational identity moderates the indirect effect of career guidance on career growth through P-O fit and P-J fit;(6)Vocational identity moderates the indirect effect of career support on career growth through P-O fit and P-J fit.