The Empirical Research On The Influence Of Career Resilience To Career Success Of Management Personnel

In recent years, with the acceleration of globalization process, impacts of variousforces become more active, which makes the environment of organizations become moreturbulent, complex and uncertain. Organization structural change and ProcessReengineering that can bring organization flexibility and elasticity, also cause greatchanges to its employees’ career. Faced with this situation, the foreign scholars began topromote vocational resilience training to help individuals adapt to this new environmentthat full of turbulence, challenge and frustration. But how to overcome the adverseeffects caused by these risk factors, whether the training of career resilience is beneficialto career success, these questions still need to be studied. Based on these questions, thestudy chooses the influence of career resilience to career success as the research topic,and views the important organization contributor-manager as study subjects, andconducts empirical studies between relationships of the two.First, the study make the literature review about career resilience and career successof relevant research data at home and abroad. Then combining the thesis topic, the studydeduces the relationships between career resilience and career success toughnessdeduction, proposes the hypotheses, and then builds a theoretical model of the study.Second, design the questionnaire. The questionnaire used in this study consists ofthree parts, the first part is a personal statistical variables and organizational variables,the second part is resilience scale made by personal, and the third part is Greenhaus’career satisfaction metrics table. After a small sample pre-test and minor modification,the questionnaire has got good reliability and validity. So, it has been distributed amongMBA class of Liaoning University, job training classes, and companies like Yum, Suning,DASHANG GROUP and so on.Third, analyze the statistics of the questionnaires by SPSS17.0. First is to have apreliminary understanding of the sample by descriptive statistics; second is the varianceanalysis, which can find out whether the demographic and organizational variables havedifferent influences to management personnel’ career resilience and career success; third,do correlation analysis among each dimension of career resilience and career success;fourth, do the regression analysis about the influence from career resilience to career success.Finally, summarize the findings, present recommendations about effectivelyenhancing career resilience of management personnel and promoting the process ofcareer success. In addition, it points out the limitations of this study and further researchdirections.The main conclusions of this study are:First, some demographic variables were significantly different in career resilienceand career success. The variables of post and education background reflect difference incareer resilience. In addition, beside gender variable, all the other demographic variablesreflect the difference in career success.Second, every dimensions of management personnel’ career resilience and careersuccess are significant related to each other, and correlation coefficients are positive,which proves the variables are significant positive correlation. Moreover, the relevanceorder from strong to weak between each dimensions of career resilience and salary levels,number of promotion is: positive thinking, self-adjustment and execution; the orderbetween dimensions of career resilience and career satisfaction is: self-adjustment,execution and positive thinking.Third, career resilience of management personnel has a positive impact on theircareer success (including subjective career success and objective career success). Inaddition, besides the little effects on subjective career success, all the dimensions ofcareer resilience have strong positive impacts on objective career success and overallcareer success.