Research On The Effect Of Career Management On The Employee Loyalty Of Real Estate Enterprises

The study of employee loyalty has great practical value,which have been received the attention from academia and corporate management.Because of the real estate industry adopts the operation mode of engineering projects,and the project construction period is short,which determines the frequent flow of talents in the industry.At the same time,with the rapid development of society and economy,market competition is becoming increasingly fierce.The real estate industry bids farewell to high-speed growth,with the intensity of regulation and reform has been increasing,the demand and management of talents have changed naturally.Based on this background,it is essential for the long-term development of the real estate enterprises to improve the talent selection,education,utilization and retention mechanism,and improve employee loyalty.This will not only help enterprises successfully achieve their performance goals,but also build core competitiveness and lay the foundation for a century-old enterprise.This article is based on career management related theory,Maslow's hierarchy of needs theory,and social exchange theory,references to the literature research on career management,job satisfaction,career adaptability and employee loyalty,from the perspective of employees working in real estate enterprise,constructs the theoretical models of four variables,which are career management,job satisfaction,career adaptability and employee loyalty.Using statistical software SPSS23.0 and AMOS22.0 to test the relevant data of each variable for descriptive statistics and data characterization analysis,through reliability validity test and confirmatory factor analysis to ensure the scientific setting of variables.Then using the structural equation model and hierarchical regression method,empirical test the theoretical model of the relationship between career management,job satisfaction,career adaptability and employee loyalty,and explore the interaction mechanism between these four variables,which provide a scientific basis for real estate enterprises to improve their talent training mechanisms and human resources practices.The study found that:(1)Career management has a significant direct effect on job satisfaction and loyalty of real estate employees.In particular,there are three dimensions have a positive impact on employee job satisfaction and loyalty respectively,which are promoting fair,providing information,and focusing on training.Further,the impact of providing information on job satisfaction and loyalty is high,the promotion fair followed by,the focus on training has the least influence.However,occupational cognition has no direct impact on the job satisfaction and loyalty.(2)Job satisfaction directly affects employee loyalty,which shows a positive correlation between the two variables.As job satisfaction increases,employee loyalty to the company increases accordingly.(3)Job satisfaction plays a mediating role between career management and employee loyalty.And Job satisfaction plays an intermediary role in promoting fair,providing information,and focusing on training dimensions between the relationship with employee loyalty.The mediating role between occupational cognition and employee loyalty is not significant.(4)Career adaptability positively regulates the relationship between career management and job satisfaction,that is,the higher the career adaptability,the stronger the effectiveness of career management on job satisfaction,and the career adaptability also positively regulates job satisfaction and employee loyalty.The relationship between them is that the higher the career adaptability,the more significant influence of job satisfaction on employee loyalty.At present,domestic real estate enterprises have gradually realized the importance of career management to employee loyalty.It is hoped that the research will help real estate enterprises establish an effective career management system,retain talents,fully release talent dividends,and provide reference suggestions for enhancing core competitiveness.