A Study On The Relationship Research Of Person-organization Fit、Career Growth And Commitment Of New Generation Employees

Nowadays in economic time,lots of young employees join in the job market,they become the main force of development and competition in companies.Obviously,labour cost is the core of competitiveness.The youngs including post-80 and 90,who have independent personality,they pay more attention on their personal growth and value realization themselves.It is common that,higher leaving trend,low organizational identification and loyalty have turn into the unbounded occupational feature.So,how to balance between individual requirement and enterprise manpower risk,realize the maximum employees’ value and companies’ performance,is becoming a topic of companies’ management teams.Therefore,in the high-speed development period in construction area,how to realize double win of construction companies and new generation employees’ development,Personal-organizational fit,Organizational Commitment and Occupational Commitment and other relevant questions,is belonging to a kind of meaningful research topic.This research discuss the relationship of Personal-organizational fit,Organizational Commitment and Occupational Commitment,then verifies the intermediate impact of career growth and the effect of adjustment in Perceived Organizational Support,which is based on social exchange theory,personal-organizational fit theory and mutual principle.First of all,it is necessary to learn about the definition and dimensionality measure of relevant research variate through global literatures.And then,the related assu mption is released and inferred and forming the research model,which is the fundamental for the following research parts.The research sample comes from the questionnaires of 279 new generation employees in a state-owned enterprise,uses the software of Amos 21.0 and SPSS 24.0 to analyze data and verify the theoretical structural equation model.The results show that: The new generation employees’ personal-organization fit has a significant positive correlation with the career growth,organizational commitment and occupational commitment.Career growth plays an intermediary role between personal-organization fit and organizational commitment and occupational commitment.Perceived Organizational Support can not regulate the relationship between Personal-organization fit and career growth.Based on the above conclusions,the stay puts forward the following management suggestions:Through the ways of personal comprehensive testing,irregular evaluation of the values between new generation employees and organization,attention to the ideological education of new generation employees,publicity strengthen,regular ability training,improvment of the working environment to raise the degree of Personal-organization fit;Through the ways of helping the new generation of employees to do a good career management,laying a career growth platform to provide a learning load,combining the career growth platform with enterprise development,appropriately arranging job rotation to pay attention to the construction of employees’ career growth platform.