Study On Relationship Between Organizational Career Management And Organizational Commitment

In recent years,with the deepening of financial opening up and the continuous development of internet finance and technology finance,the banks are facing more severe challenges than ever.In order to take advantage in the new environment,the competition for talents among banks is also more intense.As far as the unit I currently work for and the situation of my peers,the phenomenon of resignation from the six major banks has been very common in the past two years.Unlike in the early years,the resignation was concentrated in the middle and senior levels.Now the resignation exists in various positions,and the employees generally have low enthusiasm for their work.The turnover rate has also been high in recent years.In the current transformation and development of the banking industry,the loss of personnel is very unfavorable to the development of the bank.Faced with the increasingly serious brain drain,how to cultivate and retain talents to better serve enterprises has become an urgent problem for large commercial banks to solve.And improving the organizational career management is an important way to solve this problem.This thesis first summarizes the theoretical basis of organizational career management,individual career management,and organizational commitment,systematically sorts out and summarizes the concepts,dimensions,antecedent variables,and outcome variables of the three variables,and proposes the research model and hypothesis of this thesis.Then,an empirical study was conducted on the sample of employees of large commercial banks in Handan City,the basic data were obtained through questionnaire surveys,and the data was empirically analyzed using SPSS,thus verifying that self-career management plays a part of the intermediary role in the two variables.Finally,draw the research results and put forward the organizational career management advice for the large commercial banks in Handan City.Through the thesis,it is found that: Large commercial banks in Handan generally implement organizational career management,but it is not perfect in guiding employees’ individual career development,and the level of employees’ organizational commitment is also at a medium level.In view of the current situation of his organizational career management,the following suggestions are proposed.Establish a career management system that matches people and positions.Improve the mechanism and system,and implement the organizational career management.Pay attention to career growth,so that employees’ career goals and organization development goals can be coordinated.Develop employee training plans and establish a sound training system.