Research On The Relationship Between Organizational Career Management, Affective Commitment And Job Engagement

In the era of knowledge economy, human resource has become one of the most important resources of enterprises, and it is the source of enterprises to create value. How to retain and motivate employees effectively becomes a common problem concerned by enterprises. Studies have also shown that, there is a significant relationship between effective career management and employees’ organizational loyalty. However, excepting of the important influence of improving employee loyalty and reducing turnover rates, this study tries to investigate whether organization career management can stimulate the staff’s’ positive behaviors and states.Using 323 employees as the research samples, the study explored the effect of organizational career management on employees’ job engagement, and discussed the mediate effect of affective commitment between them. The research model was based on the social exchange theory, and the study used questionnaire to collect data, and then used SPSS 15.0 and AMOS 7.0 statistic software for data analysis, including difference examination, correlation analysis, regression analysis and path analysis, etc. to test the relationship between organizational career management, affective commitment and job engagement. In the end, the main conclusions of this paper are as follows:(1) Overall, the condition of enterprises’ organizational career management in this study is on a medium level. There is a significant difference of organizational career management on enterprises’ nature and size, such that the level of the foreign investment enterprises and private enterprises is significantly higher than that of the state-owned enterprises. On the enterprises’ size, the organization career management level of small businesses with less than 100 employees was significantly lower than that of large and medium-sized enterprises with more than 500 employees. On the level of education, employees who have master’s degree or above have a significantly higher level than that of specialized subject and undergraduate course degree of employees on the organization career management awareness.(2) In our country, the level of enterprise employees’ emotional commitment and job engagement have a significant difference on the position hierarchy and promotion experience such that the level of affective commitment and job involvement is increasing along with the increase of position hierarchy and promotion experience;(3) There is a significant positive correlation between different dimensions of organizational career management, affective commitment and job engagement. There is a significant positive correlation between different dimensions of affective commitment and job engagement.(4) Organizational career management has a positive effect on employees’ affective commitment and job engagement. The employee’s affective commitment also has a positive influence on job engagement.(5) Affective commitment is an important factor influencing employees’ job engagement, and has a mediation effect between organizational career management and job engagement.