Career Variable Case Study On The Relationship Between The Perceived Organizational Support And Professional Commitments

With the advent of the protean careers age, all the organizations have been pursuing high profits and high speed development. In order to obtain continuous competitive advantage in the rapidly changing environment, human resources management and development attract growing attention in corporations. As an important outcome variable of perceived organizational support, career commitment rather than previous organizational commitment has been recognized as a vital aspect. Therefore, investigation on the effect of perceived organizational support on career commitment in the protean careers age is of great enlightening significance for the corporation development.In this paper, research contents and significance are stated. On the basis of theoretical literatures of protean careers attitudes, perceived organizational support and career commitment, concepts and dimension relative to research variables are defined respectively. After that, questionnaire investigation method was applied to establish the model, which took financial employees in the cities such as Hefei, Nanjing etc. as research objects and obtained survey dates needed. Then SPSS20.0and Amos20.0were used to statistically analyze the questionnaire data, based on which, the research assumption is been proved and the model is also modified. In the present work it is observed that:(1) perceived organizational support has a significant positive impact on career commitment;(2)protean careers attitudes has a moderated effect during the influencing process of perceived organizational support on career commitment;(3) there is a significant negative correlation between protean careers attitudes and perceived organizational support. Base on the research results, the present work provides suggestions to the organizations as follows:(1)conduct grade tests on protean careers attitudes and classified management on the basis of individual characters;(2)positively provide strong organizational support to the employees;(3)raise the level of career commitment by the hands of effective career management. Finally, innovations, limitations and future works are stated at the end of this paper.