Effect Of Career Management Fit On Engagement And Organizational Human Capital

With deepening reform and opening up,the development of social economic gradually accelerate.Enterprises and employees need to constantly absorb external resources,update their thought and knowledge,and enhance their core competitiveness in fierce market competition,so that they can stand out from the tide of the times and occupy a place.Since the beginning of the 21 st century,the concept of protean career and boundaryless career have begun to affect all types of organizations and employees.Employees have become more aware of their career development and planning,and they are eager to lead their professional career development more in the workplace.The organizations are in line with the emergence of new career ideas and give employees the ability to manage their careers independently,thereby alleviating the organization's burden on employee development and meeting internal and external opportunities and challenges more easily and conscientiously.However,the strengthening of employees' self-management career will inevitably lead to the weakening of traditional career management and weaken the relationship between the organization and employees.When employees encounter opportunities that are more in line with career development,they often choose to leave the current organization due to the impact of new career ideas.The contrary,the high liquidity of the employees has increased the hidden costs for the organization,and it has also brought difficulties to the organization's standardized management of employees and the response to internal and external challenges.Then,how to deal with such problems and achieve a win-win situation for employees and organizations has become a common concern of scholars,organizations,and employees.In the new career,employees and organizations jointly manage careers is the preferred coping strategy.Employees and organizations need to recognize their role in career management again.On the one hand,employees should become managers of their own careers,constantly consistent with the planning and needs of the organization,ensure that they are in line with the organization's career management concepts and strategies,strengthen the sense of corporate identity,and actively invest in the work to enhance staff engagement..On the other hand,organizations should also actively assume the role of supporters in employee career management.Through in-depth communication with employees,understanding their ideological trends and changes in career development needs.Provide timely assistance to the career development of employees and guide their career planning goals to ensure that the employees' career management concept and behavior are in line with the development needs of the organization.When giving employees more space and opportunities for development,the relationship between the employees and the organization is enhanced,and the organizational competitive advantage of human capital is established.It is a unique advantages for the organizations.The conception of career management fit can give more thoughts and guidance to employees and organizations in both theory and practice.Career management fit is employees and organizations jointly manage their careers,emphasizing shared responsibility and achieving a win-win situation.This research constructs the relational model of career management fit,psychological contract,employee engagement and organizational human capital based on person-organization fit,career management and psychological contract theory from the view of individual and organizational.The sample of this research were matched managers and employees.Then SPSS and LISRAL were used to do statistical analysis.The results showed as follows.(1)The different levels of different demographic variables have a significant impact on staff engagement and organizational competitive advantage of human capital.(2)Career management fit and the psychological contract both positively influence the employee engagement and the organizational human capital.(3)Career management fit positively influences the employee engagement and the organizational human capital through the intermediary role of the psychological contract.(4)Psychological contract played a positive role in the relationship between career management fit and organizational human capital.