Impact Of R&D Professionals' Career Oreintation On Affective Commitment And Career Commitment

China has seen over 30 years since she started to reform and opened her doors to the world. During these years, numbers of foreign corporations entered into China market and gave China their abundant capital, new products, advanced technology, job opportunities and management methodologies. However, at the same time, these companies occupied the market and seized human talents and customers from local China companies. Automotive industry is a good example. Company S, was established under this scenario. Taking to revive China national automotive industry as her mission, Company S is developing, manufacturing and selling her own branded cars. It has been an enormous challenge for Company S , as well as other China automotive companies, how to leverage her R&D capability and how to attract, retain and motivate her R&D professionals, which has been regarded as big advantages by many automotive companies. For Company S, it has become critical for her to enhance R&D professionals'organizational and career commitment, and improve her human resources management.This paper focused on R&D professionals in Company S, started from analysis of their career orientations, and explored the relationship between their career orientations and their affective and career commitment. The purpose is to review the human resources measures that Company S has been taken, and to provide advices to Company S for improvement.The hypothesis were raised based on former academic studies and the status of Company S: R&D professionals in Company S have variety of career orientations, and career orientations of Technical, Pure Challenge and Service are dominant; career orientations of R&D professionals in Company S have strong relationship with affective commitment and career commitment.This study adopted a combination of different research methods (structural equation model, ANOVA analysis and correlation analysis). The main findings are: (1) R&D professionals in Company S have variety of career orientations, and except for Technical, Pure Challenge and Service, Lifestyle is also dominant one; (2) age strongly influence affective and career commitment of R&D professionals in Company S, but not sex or educational background or material status does. It is also found that within R&D professionals in Company S , (3) career orientations of Service and Security positively influence affective commitment, while career orientations of Lifestyle, Entrepreneur and Autonomy have negative impact; (4) career orientations of Technical, Service and Security positively influence career commitment, while career orientation of Lifestyle has negative impact.At last, this paper revisited the current HR measures in Company S, and provided the suggestions in retention and motivation, recruitment and staffing, career development, etc., for improvement based on the finding of this study,...