Employees Career Resilience Research

In recent years, career management has become an important element of the modern enterprise human resource management. In today’s society there are many variable factors, which make career enter a boundaryless era. In order to adapt to today’s changing career environment, Super and Savickas et al proposed the concept of "career adaptability", which means how extent of the individual’s readiness for a predictable career tasks involved in the career role, with the face of unpredictable career career change or career situations. At present domestic career adaptability measurement and empirical research are still in the primary stage, and the majority of the research objects are student groups, so the career resilience of career employees and other objects is a research trend and emphasis in the future.In this study, taking357employees as the object, who are in a number of different industries and different enterprises, such as the nationalized enterprises, private enterprises, foreign-funded enterprises, which are in different cities such as Beijing, Tianjin, Nanjing, Shijiazhuang, Baoding, Jingjiang and other cities, through measuring the Career-Adaptability scale, the Occupational-Commitment scale, the Emotional-Intelligence scale and the Work-family Support scale, using the analysis software of SPSS11.5, LISREL8.8and AMOS17.0, make an analysis of the related data and discuss the effect factors of career adaptability, then gain some conclusions:(1) The Chinese scale of the Career-Adaptability International Edition has a good applicability in the enterprise staff group, and the scale has good reliability and validity.(2) The employees’career adaptability is composed of four dimensions which are career concern, career control, career curiosity and career self-confidence, and the overall level career adaptability is above average. This shows they have better career adaptability.(3) Career adaptability and occupational commitment have significant difference on the part of demographic/organizational variables.(4) There is significant correlation between the four variables in this study, the regression results show that:career concern has a significant positive prediction to occupational commitment; career curious has a significant negative prediction to occupational commitment; emotional intelligence has a significant positive prediction to career adaptability; emotional application has a significant positive prediction to occupational commitment; superior support for career resilience has a significant positive prediction; work support (support by superiors and colleagues) has a significant positive prediction to occupational commitment.(5) Career concern fully mediate the relationship between emotional intelligence and occupational commitment and emotional intelligence have significant mediating effect on the relationship between work-family support and career adaptability.