The Empirical Research On The Relationship Between Career Competency And Career Success Of Skilled Talents

Before the reform and opening policy, skilled talents’jobs in China were highly dependent on "distribution" policy of government, "excellent technology to be managers" plays a significant role in the early development of management practices. However, in the knowledge economy context, the career development of the skilled talents is not limited to assessing of performance-oriented advantages and disadvantages, training of skills. Pursuing career success is what one longs for earnestly in the development of his or her career, it is also the starting point and the destination of the research on career management theory, and there is no exception for skilled talents. Career competency provides a new perspective for the research of skilled talents’career success. In the background of the railway changing into enterprises from government style in 2013, the railway skilled talents provides a typical sample, combining with theoretical deduction and empirical analysis, the conclusions of the article include the following aspects:First, the theory of career competency, career success, and the relationship between career competency and career success were reviewed and deduced, and conclued that domestic scholars have paid less attention to career competency compared to career success. From the concept itself, most researches have not separated career competence and competency, and there is no unified conclusion of the method and structure of career competency; at the same time, qualitative research of career success evaluation has become an important research direction of career success; what’s more, the relationship between career competency and career success has been recognized by scholars, the impact mechanism is still rare and there is no relevant research about skills talent, on this basis, the paper puts forward the research hypothesis.Second, based on the above theoretical deduction, we got 696 valid samples through Beijing, Shanghai, Canton, Wuhan, the Qinghai-Tibet Corporation, Harbin Railway Bureau, which lasted three months, and through descriptive, regression and structural equation analysis, we obtained career competency structure of skilled talents by a meta-analysis, including seven dimension:cxareer identity, seeking career feedback, career exploration, external social network, internal social network, proactive personality and open experience. Then through second-order analysis of the seven dimensions, we verified that the career competency of skilled talents in line with Eby et al. (2003), who proposed a three-dimensional structure of career competency, including knowing-why, knowing-how and knowing-whom.Third, a conclusion is made based on the literature, grounded theory and questionnaires that evaluation criteria of the skilled talents career success are divided into subjective career success which includes subjective career success career satisfaction, job satisfaction and work-family balance and objective career success which includes material remuneration and technical grade.Fourth, from the aspects of mechanism of skilled talents career competency’s influence on the career success, a conclusion is draw from the study that skilled talents’ perceived organizational support plays moderating effects between career competency and subjective career success, the higher the level of perceived organizational support, the career competency’s effect on subjective career success is more significant, especially on the both dimensions:knowing-why and knowing-whom, however skilled talents’perceived organizational support doesn’t play moderating effects between career competency and objective career success. Meanwhile self-efficacy plays mediating effects between skilled talents career competency and subjective career success as well as objective career success.Fifth, the empirical results are discussed and compared with the results of previous studies, most of the research hypothesis of this paper was supported, and technical grade become one of the career success evaluation of skilled talents success, which is rare in the previous study. On the basis of the above analysis, we made specific comments to skilled talents management from the organizational and individual levels. The main innovations include::(1) The dissertation establishes a structural model of the skilled talents career competency under the native perspective.In addition, it also enriches the career competency theory through theoretical analysis and empirical verification.(2) The dissertation builds a skilled talents career success evaluation criteria, which is an important complement to the theory of career success;(3) The dissertation constructs the path and mechanism of the skilled talents career competency’s influence on the career success. It explores the moderating effects of organizational support and mediating effects of self-efficacy through theoretical and empirical deduction, which will contribute to make competency better applied to career successful management.