| The enterprises had to change the existing management mode and employment relations in order to adapt to the unpredictable and changeful environment. And these changes resulted in constantly changing on the psychological contract of employees. Employees’psychology had closely related to their career satisfaction, and workers’career satisfaction will promote the organization performance and continuous growth. Therefore, how to the enterprises grasp workers’psychological change? What measures they should take on the different career development stages to employees’career success? Likewise, In the process of employees into organization, also should understand applicants’present orientation on psychological contract to building harmonious relationship between the employees and organizations. This study selected the employees’ psychological contract as a moderator variable, and explored the relationship of different content of person-organization fit and career success.This article adopted empirical approach:based on the related literature, it provided solid theoretical foundation for hypotheses proposed. About the design of questionnaire, this study adopted mature scales, and modified these scales after discuss. Respondents were the general enterprise employees, collected effective questionnaires were258. Then this article analyzed collected data through reliability analysis, factor analysis, related analysis, variance analysis and regression analysis, etc. Finally, based on the study conclusions, this article analyzed the effect of conclusions on the actual management and employees’own career development, and put forward the deficiency of the paper, also looked into the future research space. The main research conclusions:(1) Consistency fit and demand-supply fit had positively related to career success even significantly, respectively. Ability-demand fit had a positive relation with career success, but not significantly.(2) Differences on impact of the three dimensions of person-organ-ization fit on career success:demand-supply fit was most significantly, the second was consistency fit, last was ability-demand fit. (3) Workers’ psychological contract played a significant moderating effect between consistency fit and career success:with respect to transactional psychological contract, people possessed relational psychological contract, their consistency fit had a more significant impact on their own career success.(4) Workers’ psychological contract played a significant moderat-ing effect between demand-supply fit and career success:with respect to relational psychological contract, people possessed transactional psychol-ogical contract, their demand-supply fit had a more significant impact on their own career success. |
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