| This study takes young officers as the research object,mainly focuses on the current situation of officers’ professional career,summarizes the main challenges that the attraction of officers’ profession is in face of.Meanwhile,this study also determines the key factor affecting the attraction of officers’ profession-the satisfaction of officers’ profession development needs,and also uses empirical tools to explore the satisfaction mechanism of their profession development needs starting from the organization of their professional careers.Based on this mechanism,the development direction of military human resources management theory to improve officers’ emotional attitude is proposed.This study includes organizational career management as an important part of military human resources management to construct the basic framework of system of professionalization of officers,and further puts forward specific systematic suggestions.In this study,the career development needs of young military officers are classified into two categories.One is to realize great ideals through career development,while the other is to make the officers enable to express self-determination in the process of career development.The demand for officers’ professional development is also a reflection of the trend of professionalization of officers.The satisfaction of the two kinds of demands mentioned above can balance the hard work of officers and the shortage of material benefits,and enable officers to obtain high-level returns,which positively affect officers’ emotional attitudes.This study demonstrates that the concept of organizational commitment should be used to measure the attraction of officers’ profession.Moreover,the study adopts self-decide theory to explain that organizational career management,as an external adjustment,has realized the satisfaction of individual career development needs by promoting person-job fit and internal career growth,thus producing the internalization effect of external adjustment and finally acting positively on organizational commitment.Besides,the study confirms that the military development of organizational career management can positively affect the affective commitment and normative commitment of young officers.The status of person-job fit and the internal professional growth of young officers play a series of chain-mediation roles in the above-mentioned impacts.In addition,due to the limitations of the current system,it is commonly seen that there is often inconsistent between self-career management in the army and the goal of organizational career management,so the empirical results show that the synergy between the two is restricted.It is believed in this study that the practice of military human resources management theory is the system of professionalization of officers,while the design of the system of professionalization of officers should correspond to the function of organizational career management.Starting from the overall functions of organizational career management,this study puts forward the principles and ideas of the overall design of military officers’ career,and proposes a series of specific systems in combination with different stages of their career.This study strives to make innovations in the following aspects.1.The two cognitions found in this study have played a directional role in the development of military human resources management theory.Firstly,this study recognizes that the attraction of officers’ profession has no traditional advantages any more,which must be enhanced by focusing on the emotional attitude of individual officers.Secondly,it is found in this study that the changes in educational experiences brought about by the structural changes in the sources of military officers are the primary causes of the two types of career development needs of young military officers.Based on these two understandings,this study proposes the theoretical development directions,namely satisfying the needs of officers’ career development and improving officers’ emotional attitude,which jump out of the debate between complete morality and complete self-interest and also make the satisfaction of career development needs a reasonable return in the career of military officers,enhance a new way and open up an attractiveness.2.This study attempts to introduce the relevant theories and concepts of measuring individual needs and attitudes into the research of young officers’ career development,which enriches the research connotation of military human resources management and expands the research tools.During the implementation process of this study,the internal professional growth is innovatively separated from the concept of professional growth,making it easy for abstract individual ideal to enter into empirical research.Meanwhile,the study clearly points out the special significance of the concept of organizational commitment to the study of young army officers.Besides,the study also separately analyzes the application of the three constituent dimensions of organizational commitment in the army.3.Under the military environment does this study firstly prove the effectiveness of organizational career management’s organizational commitment and lay a theoretical foundation for formulating specific management measures in practice.Further,it is believed in this study that organizational career management should be regarded as an expansion of the traditional management principles of the Chinese army and requires the army to promote the professional development of officers.At the same time,it is held the view that the connotation of organizational career management should also be expanded,including adding related systems to optimize the overall career of officers.In addition,the "mending" effect between organization and self-career management is revealed in this study,which can provide guidance for the construction of relevant systems of coordination between organization and individual. |
