Research On The Influencing Mechanism Of Career Management And Employees' Thriving At Work

The concept of thriving at work was raised by foreign scholar Spreitzer at the beginning of the 21 st century and since then it has been widely concerned with scholars and entrepreneurs.Employees who achieve thriving at work can not only feel the “vigor” of work,but also maintain the status of “learning”,help employees to maintain a good mental state and improve their work ability,and then help enterprises to improve their performance and market competitiveness,so we can say that discussing how to achieve employees' thriving at work has important theoretical and practical significance.However,the research of thriving at work started later in China and the content of the study is not yet sufficient.The research findings are far from sufficient to guide companies in carrying out the related practice of thriving at work.Based on the related theories of organizational behavior,this research has systematically reviewed and summarized a large number of authoritative journal literature research results,and put forward and empirically tested the impact mechanism of organizational career management on the employees' thriving at work,analyzed and discussed the mediating role of person-job fit between and the regulating effect of psychological regulation,with the expect to provide some theoretical advice on how to improve thriving at work through the improvement of career management.In this article,we first reviewed and summarized theoretical and empirical research achievements at home and abroad,established a theoretical model.Taking career management as an independent variable,the model divides it into four dimensions: fair promotion,information provision,training,and professional development.With thriving at work as a dependent variable,it is divided into two dimensions: vitality and learning;Matching is a mediator variable;psychological regulation is a control variable,which is divided into two dimensions: self-regulation and self-efficacy.Then,using SPSS software,empirical analysis was performed on the 622 valid questionnaire data collected.Finally,we verified the hypothesis and obtain empirical analysis as follows:First,career management has a significant positive effect on employee work prosperity.Fair promotion,information provision,and career development have a significant positive impact on employee learning;fair promotion,information provision,training,and career development have a significant positive impact on employee motivation.Second,career management and its various dimensions(except training)have a significant positive effect on person-job fit.Third,person-job fit plays a partial intermediary role between career management and job prosperity.Fourth,psychological regulation has no moderating effect on career management and job prosperity,but its self-regulatory dimension has a negative regulatory effect between providing information and thriving at work.There is a positive adjustment between career development and job prosperity.Through the above-mentioned empirical analysis,this paper proposes that companies should focus on improving career management,creating a fair competition atmosphere,ensuring information disclosure,appropriately conducting employee training,and helping employees to enhance their professional knowledge,so as to promote the person-job fit and achieve employee prosperity.