The Impact Of Career Capital Of Post-90s New Generation Employees On Corporate Sense

In contemporary society,the sustainable development of an organization no longer depends on the efforts and abilities of individuals,but requires the teamwork of employees.Corporate sense refers to the tendency and personality of conscious cooperation.To create an outstanding team foundation is the formation,popularization and deepening of corporate sense.How to improve the staff's corporate sense,so that each staff in the team can actively share knowledge,experience,responsibility,feeling,credit,etc.with the members of the team from the perspective of team development,and maximize their own value and role to achieve team goals,this is a problem that team managers need to pay attention to.In recent years,the post-90 s new generation employees has gradually entered the workplace and become a new force in the development of various enterprises in our country.They have a strong sense of self and independence,but they lack corporate sense.Therefore,how to promote the post-90 s new generation employees' corporate sense,strengthen cooperation with others,and minimize conflicts with collaborators has become an urgent problem to be solved.Existing researches have studied the corporate sense from the aspects of constructing the corporate sense structure and the influence of corporate sense on technological innovation and competitive advantage.Career capital is different types of capital accumulated by individual investment and can help them obtain career development.According to Accenture's survey in 2014,more than89% of technicians in the world believe that "career capital" is the key to success in the workplace,and 84% of the interviewees said they are making efforts to accumulate career capital,which shows that the accumulation of career capital is of great significance to the development of employees.Employee's career satisfaction mainly reflects their feelings about the improvement of their income,position and skills in their work.Kong & Cheung(2012)found in the research that career capital plays an intermediary role between career management and career satisfaction.Based on this,on the basis of analysis of career capital structure,this paper will establish a theoretical model of career capital and cooperative consciousness of the post-90 s new generation employees and take career satisfaction as the regulating variable.This paper first sorts out and defines the concepts and dimensions of career capital,career satisfaction and cooperation consciousness,and then puts forward research assumptions and theoretical models.Then,referring to the mature scales of career capital,career satisfaction and corporate sense,and combining with the Chinese cultural background,the final questionnaire was formed through pretest analysis.SPSS.21 was used to analyze the data collected,including descriptive analysis,reliability analysis,validity analysis,factor analysis,correlation analysis,regression analysis and other research methods,to verify the correlation between career capital,career satisfaction and corporate sense,and to check whether it conforms to the research assumptions and theoretical models put forward above.Finally,the research conclusions are discussed,and management countermeasures are put forward to improve the corporate sense of the post-90 s new generation employees,hoping to have practical reference significance for enterprises in managing the post-90 s new generation employees.Through empirical analysis of the collected large sample data,the following conclusions are obtained:1.The career capital of the post-90 s new generation employees has a positive impact on corporate sense.The cognition and belief of career capital,interpersonal relationship career capital all have a positive impact on corporate sense,while knowledge and skill career capital have no positive impact on corporate sense.2.Through the adjustment effect test,the career satisfaction of the post-90 s new generation employees has a positive adjustment effect on the relationship between career capital and corporate sense.For the new generation of "post-90s" employees with high career satisfaction,their career capital has a stronger positive impact on corporate sense.On the contrary,the career capital of the new generation of post-90 s new generation employees with low career satisfaction has a weaker positive impact on the corporate sense.