A Study On The Mechanism Between Perceived Organizational Support And Career Success For The High Degree Employees Of The New Generation

The new generations who entered the universities with the large-scale expansion in Chinese universities have been graduating from their universities and going forward with great strength and vigour into the workplace, have been becoming the backbone of all walks of life. In the fierce competition for jobs, their employment satisfaction declined. With the development of boundaryless career, the responsibilities for career management has been mainly completing by the employees themselves, organizational career management has been reducing, which has been decreasing the sense of career success. In this context, the organizations should still provide the necessary support and incentives for the high degree employees of the new generation to help them develop lifelong employment, promote their career success. Therefore, study the model about the relations and the interaction mechanism among perceived organizational support (POS), career commitment (CC), individual career management (ICM) and career success (CS). and then put forward some pointed countermeasures, which will help them obtain CS. It has very important significance for the high degree employees of the new generation who have a total of more than50millions staffs.On the basis of the Social Exchange Theory, Attitude Adjustment Theory, Behavior Theory, this dissertation took the high degree employees of the new generation as the research object, studied POS how to influence CS on the basis of the double intermediary roles about CC and ICM. The purpose is to find out the mechanism about POS influences CS for the high degree employees of the new-generation, and then seeking to the pointed countermeasures from two aspects of organization and individuals to promote their CS.Grounded on document analysis, this research has revised and devised the measurement scale of such variable as POS, CC, ICM, CS concerning this study. Through the test investigation and preliminary investigation, we revised and reached the formal questionnaire. Under the guidance of the devised sampling plan. we have got351effective questionnaires from different organizations in21provinces. And we have applied the software of SPSS19.0and AMOS7to have an analysis and investigation of the sampling data:we have used the CFA, Reliability Analysis and SEM to test the reliability of the measuring tool and the theoretical model and verified the study hypothesis this study proposed. According to the conclusion of the theoretical research, we have put forward some strategies and advice on promote CS for the high degree employees of the new generation.The main body of the research include:①Starting with the large-scale expansion in Chinese universities and he development of boundaryless career, the dissertation has discussed the background, the research significance, the technical line and research method, research outline and etc.②Having had a review of the Social Exchange Theory, Attitude Adjustment Theory, Behavior Theory, we have sorted out, analyzed and summarized such variables as POS, CC, ICM, CS in the research model.③In the light of extant researches, we have discussed and constructed a theoretical model concerning the relationship of POS, CC, ICM and CS for the high degree employees of the new generation.④This dissertation has also investigated the method for data analysis that may be used in this research, revised and devised the primary questionnaire and tested the reliability and effectiveness of it, and based on which comes out the formal questionnaire. Based on the devised sampling method, we have collected data and we have arranged and analyzed the structure of the sampling.(5)We have further had a descriptive statistical analysis on the research data, and we have analyzed and testified the fitting case of the whole model. Moreover, we have applied the methods of correlation analysis and SEM to have an empirical study about the relationships among the variables, we have also discussed the results that the research aims to testify the hypothesis of the theoretical model.⑥We have also carried out a comparable study of the relationship between the varied characteristics of the demography and the study variables, so that administrators can take appropriate countermeasures about organizational support and encouragement for different high degree employees of the new generation respectively, and better promote their CS.⑦According to the conclusions about previous theoretical research, we put forward the pointed countermeasures from two aspects of organization and individuals to promote their CS.⑧We have summed up the conclusions, analyzed the academic contribution and the research limitations of the present research, and put forward some suggestions for further study.The present research finds out that:①The dimension on concerned about the benefits of POS significantly influence CC for the high degree employees of the new generation. The POS have significant positive effects to the3dimensions (that is, affective commitment, continuous commitment and normative commitment) of CC.②The2dimensions on work support and identity value of POS significantly influence ICM for the high degree employees of the new generation. The POS have significant positive effects to all the5dimensions (that is, know oneself, know the organization, career planning, concentrate on work, extended management) of ICM.③The2dimensions on work support and identity value of POS significantly influence CS for the high degree employees of the new generation.The POS have significant positive effects to all the3dimensions (that is, perceived internal marketability, perceived external marketability and perceived career satisfaction) of CS.④The dimension on affective commitment of CC significantly influence CS for the high degree employees of the new generation. The CC have significant positive effects to all the3dimensions of CS.⑤The3dimensions on know oneself, career planning, extended management of ICM significantly influence CS for the high degree employees of the new generation.The ICM have significant positive effects to all the3dimensions of CS.⑥CC and ICM act double intermediary roles between POS and CS.⑦Age significantly influence career satisfaction; marital status significantly influence concerned about the benefits and normative commitment; finally degree significantly influence the affective commitment, concentrate on work and perceived internal marketability; current position significantly influence work support, identity value, affective commitment, normative commitment, know oneself, know the organization, extended management, perceived internal marketability, perceived external marketability and perceived career satisfaction; the type and size of organization significantly influence the identity value.The creativity of the present research lies mainly in the three aspects as follows:First, this dissertation discussed the mechanism between POS and CS. constructed a dual mediation model, that is, CC and ICM acted as the intermediary variable roles. It is the further deepening and development for the most previous studies which discussed the relationship only among two or three variables. So, it has a significant theoretical value.Second, pointed at this special group on the high degree employees of the new generation, this dissertation launched the theoretical study and empirical test on the relationship between POS and CS. Most of previous research acted college students, staffs, sales staffs, teachers, and so on, as the research object. However, the high degree employees of the new generation have obvious different groups characteristics. Compared with the older generation of employees, there is a tremendous difference on the POS, CC, CS. There were very little empirical researches on the new generation employees in domestic, and the management recommendations were mainly aimed at motivate employees and transformed the enterprise management mode. This study focused on this special group on the high degree employees of the new generation, which made the research object more specific, and to the point. The dual mediation model enriched the theory research and empirical research on the new generation employees.Third, this dissertation proposed the concept and strategy about the physical evidence for organizational support, which made up the deficiency on organizations support theoretical research in domestic and foreign. Scholars’ researches at home and abroad implied that logic:if organization provided organizational support, employees can perceived it. However, it is not always true, especially some are invisible, not easily perceived organizational support, which requires the implementation of tangible demonstration strategy, making them visible, visualization. At present, all scholars whether in domestic or in foreign have not proposed the concept and strategy about the physical evidence for organizational support. This study made up for it, so it was the innovation and development for organizational support theory. In theory, this innovative enriched organizational support theory, it can provide theoretical basis and reference for subsequent scholars; in practice, it provided new ideas and methods so that organizations improve employees’ POS, which will help to promote the transformation from organizational support to POS.