Research On Relationships Between Person-organization Values Fit And Career Success Of Female High-level Person

A survey of Association of China Women Entrepreneurs in2004found that thereare more than90in a profitable state while only less than10at a loss in Every100women entrepreneurs. With more and more women entering the workplace，theirStatus in the labor market in China is also increasing. Female employees come toprominence in various fields. The number of female entrepreneurs, scientists, seniormanagers in various fields is growing. Female High-Level person’s contribution tosociety is bigger than before. It is imperative to focus on the development of femaleHigh-Level person. However, compared with men, the development of modernwomen in the workplace often encounters the bottleneck of the glass ceiling,therefore, under the existing conditions, how to accelerate the pace of career successof female High-Level person is an urgent problem needed to solve.Not only Personal factors but also organizational factors affect career success offemale High-Level person. Therefore, we should discuss the career success of femaleHigh-Level person in two levels of individuals and organizations. In this study, wewill introduce two variables which are person-organization values fit andorganizational support. Person-organization values fit should consider the degree offit between the values of Person and the values of organizations. Perceivedorganizational support is employees’ general belief concerning their workorganization values their contribution and cares about their well-being. The Scaleswhich is taken in this study is maturity scales, which are introduced from abroad. Inthis study, we use the scale developed by Saks and Ash forth in1997to measurePerson-organization values fit.This scale is a four items scale and uses a5-point Likert scale. For career success,not only internal (subjective) aspect is considered but also external (objective) aspectshould also be considered. External (objective) career success is measured through the promotion and remuneration, internal (subjective) career success is measuredthrough work satisfaction, career satisfaction and life satisfaction. The mostcommonly used scales of Perceived organizational support is developed byEisenberger in1986, which has36items and is a one-dimensional scale; there is astrong internal reliability. As more items of the original scale, most of the scholars inthe application of this scale should select fewer item based on needs of their ownresearch. Robert Eisenberger，Jim Cummings，Stephen Armeli，and Patrick Lynchselected8items from36items to measure Perceived organizational support. This newscale has strong internal consistency.It is convenient to use this new scale and isadjust all kinds of enterprises, so this article choose eight items to measure Perceivedorganizational support..The object of this paper involve female high-level personnel from differentindustries By means of random distribution,300questionnaires were distributed, ofwhich282were selected to apply SPSS18.0for data analysis. The results show5scales has reliability and validity, And through empirical research, results are asfollows: individual-organizational values fit has the positive influence with careersuccess of female high-level personnel;perceived organizational support regulates therelationship between individual-organizational values fit and career success offemale high-level personnel.In the process of day-to-day human resource management, organizations shouldgive more care to female high-level personnel and also pay attention to the fitbetween personal values and organizational values. In this way, we can accelerate thespeed development of the career female senior talent; improve their job satisfaction,career satisfaction and life satisfaction.