Empirical Study On Employee's Career Adaptability:the Influences Of Individual And Organizational Career Management And Their Results

Career adaptability is the meta-competency of individual construction.It is the exploration towards antecedents,consequences as well as the effect mechanism of this positive social psychological capital,that plays an important role in revealing and resolving the “employee's adaptability dilemma” under a protean career background.Social and economic reform undergo at present has intensified market competition and workplace insecurity.On one hand,enterprises are pressed for employees' resilience to improve organizational flexibility,but on the other hand really worried about resulting in ungratefulness for the organization.Here comes a employment paradox on adaptability.Based on literature review of employee's career adaptability,there were discussion from both of subjective factors and objective ways.Which one or both will be the determinant to predict career adaptability,the answer seems not clear enough.The goal of individual career management is to pursue one's own person-environmental fit.There are revelations from present studies about moderating as well as mediating effect of career adaptability in career exploration as kind of positive psychological capital.How could organization benefit from career adaptability development by organizational career management practice? Referring to the relationship discussion between individual career management and organizational career management,is it employee's adaptability training that would be a clever connection between the both parties for a win-win solution? So,this paper is focus on the main questions as following:(1)What is the relation between self career management attitude and employee's career adaptability?(2)What role dose career adaptability play in employee's career construction process?(3)How can the organizations benefit from employee's career adaptability influence?(4)By the way of career adaptability training and its effect mechanism,that can achieve both career success for the individual and job performance for the organization?The second study paid closed attention to higher level of organizational career management influencing employee's career construction process.Based on the theory of career construction,social exchange,cognitive evaluation,MAO high performance framework,study two further proposed a multi-level model extend the dependent variables of study one into career satisfaction as well as in-role performance,testified by a nested sample data of 1329 employees from 77 private enterprise,as to respond the last three research questions: the chain mediating effect was moderated from a multi-level perspective by organizational career management,which in turn promote employee'saffetive commitment to the organization;it is the function of positive psychological capital in term of career adaptability that make the employee achieve more subjective career success,as well as goal attainment of improving work performance for the organizational career management practice.Through the two studies above,this paper draw the following conclusions:First,self career management is the is the intrinsic determinant in developing employee's career adaptability.According to career construction theory and protean career theory,it is the subjective incentive that significant promotes adaptability resource.Self career management reflects individual's positive attitudes in participating career concern,career planning,career exploration and career decision-making,which also generating self-regulatory behavior adjust to the environmental changes.Second,career adaptability plays an mediating role between self career management and individual career growth.Based on the adaptation model of career construction,self career management attitude is viewed as adaptive motivation,adaptability is the social psychological capital that enhance career advantages,career commitment is adapting behavior,then career satisfaction is the adaptation result of person-environmental fit.Though the chain mediation effect,it interprets the whole causality among motivation,adaptability,coping behavior,and adaptation results of employee's career construction.Third,organizational career support moderated individual career constructing process,with positive results in employee's organizational commitment and job performance.On the basis of career construction,social exchange and cognitive evaluation,support and assistance from organization to employees,can be view as“extrinsic motivation based on performance and tasks”,which released signal of capability recognition,then contributed to a well exchange-contract relationship between individual and organization.By way of organizational career management,adaptability dilemma would find a better solution,enterprises can retain talents by supporting their career developing process,and at the same time,stimulate employee's identification and hard working,so as to achieve the goal of organizational career management and overall performance improvement.Forth,under the background of protean career,adaptability is a key variable that integrate intrinsic motivation and contextual situation to achieve individual-organization fit.Employee's adaptability level is significantly determined by their subjective career attitudes,and with its consequence restricted by contextual factors.So a win-win result between individual and organization may achieve by concerning and effective managingof employee's career adaptability.The academic contributions can be summarized into four points.First,this paper proposes and confirms that self career management is the internal impetus to employee's career adaptability.Second,this paper extends the analysis of employee's adaptability dilemma focus on organizational commitment in Chinese context,and testify the mediating role of career adaptability in chain relation among self career management,career commitment and career satisfaction.Third,from both individual level and individual-organization multi-level,this paper testifies moderated mediating effect of adaptability by organizational career management,in obtaining employee's affetive commitment and job performance.Forth,this paper integrates social exchange theory,cognitive evaluation theory and MAO high performance framework,in enriching the career construction results in personal career success and organizational job performance by career adaptability management.The practical implication of this paper lies in that: by sorting out the question of adaptability dilemma in Chinese context,this paper proposes that in such an era of social and economic transition with more and more protean features,it would be better to initiative accept employee's self-directed career needs and regard it as an talent trait,rather than fear of their adaptability resulting in the loss of high quality human capital.Besides,it is very important to training and management employee's career adaptability.Lastly,it is the improvement of organizational career management that can increase employee's commitment to the organization through career support perception,also further achieve the organizational performance goal as well as individual career success,and so eventually solves the employee adaptability dilemma.