Research On The Relationship Between Organizational Career Management And Performance

In the era of knowledge economy,the dependence of talent on the organization is getting weaker while the dependence of the organization on talent is getting stronger.Following analyzing the human resources situation both at home and abroad,China proposes the great goal of building a power house of human resources and improving the quality of human resources.How the human resources management can accurately control the new relationship between talent and the organization and establish an appropriate talent management system in the new era is an important challenge for the organization to accomplish the talent transformation and even the organization transformation.Though theoretical study on organizational career management and working performance has been made for a long period,it is very slow to implement them in the organization without expected effect achieved.Managers should combine organizational career management and performance management effectively,strengthen organizational career management to improve skill quality of employees and allow employees to get returns and contentment from the organization and the post,thus driving the improvement of working performance and guaranteeing the realization of the management goals of the organization.There are a lot of studies on the relationships among organizational career management,working performance and employee-post matching,but limited studies on work involvement,mainly on its direct roles.There are less empirical studies on the relationship between organizational career management and work performance with employee-post matching and work involvement as intermediary variables,and even no empirical study with respect to related variables.Based on related theoretical background and practice studies,this article proposes the relationship between organizational career management perception and working performance and the study on the intermediary role of employee-post matching and work involvement by building the model for the relationships among organizational career management,employee-post matching,work involvement and working performance,and introducing employee-post matching and work involvement,and clarifies main contents of the article and puts forward the study assumptions through access to domestic and international literature and studies.Based on domestic and international mature scales,the article collects 220 effective questionnaires through the mode of questionnaire,conducts statistical analysis on the survey data with SPSS22.0 and AMOS22.0 statistical analysis software,and analyzes the reliability and validity of each scale and the status quo,difference and correlation of data.The article tries to explore the relationships among organizational career management,working performance,employee-post matching and work involvement through empirical research and the intermediary effect of employee-post matching and work involvement.Study results show that organizational career management perception has significantly positive influence on working performance while employee-post matching has certain intermediary effect.Though work involvement is not proved to have intermediary effect on organizational career management and working performance,it makes exploration in this area and also supplements the research in this area.The article tries to put forward three recommendations on human resources management of the organization through empirical studies,analysis and discussion: the first is to improve post duties,clarify job requirements,establish a post competence evaluation system,and realize post dynamic management.The second is to build a career management system based on the competence evaluation,thus offering human resources support to the organization.The third is to build a fair,reasonable performance management system with clear objectives and realize the effective interface between performance management and talent management.