A Study About Organizational Career Management?affective Commitment And New Employees Contextual Performance-

With the accelerating process of global economic integration, Chinese enterprises are facing increasingly fierce competition, that competition in the twenty-first century enterprise is the talent competition, so how to attract and retain talented new employees is the enterprise to enhance their viability and the key to competitiveness. For new employees,they are very valued in the future prospects of the development of enterprises,organizational career management makes employees for their future development in the enterprise have a clearer understanding of the theory based on the delay in return, this time at the expense of the current new employees interest,positive for the organization to make additional contributions. Therefore, this article first empirical study to find out the relationship between organizational career management and new employees between contextual performance, combined with human resource management and front-line experience of new employees, from a theoretical point to explore the organizational career management for new employees performance of the surrounding paths, thus propose appropriate countermeasures, hoping to provide some guidance for the management practices of enterprises.The paper first summarizes domestic and foreign research data on career management organization, learn from the results of previous studies scholars, selected domestic and more mature organization career management, emotional commitment and contextual performance scale. Using questionnaires analysis, employees within five years of graduation in finacial industry of Hainan province were investigated. After collecting data,the article mainly uses the method of correlation analysis and regression analysis, analysis of career management and organizational status of new employees contextual performance,the impact of verification organization career management for new employees contextual performance. Finally, how companies can help new employees make career management,the paper put out of the related methods and measures.Through empirical research, the main conclusions are as follows:First, There is no significant relationship existing surrounding the Peripheral performance of new employees and demographic variables gender,education,graduation time, unit type.Second, Organizational career management system and its four dimensions fair, career counseling, providing information, providing training and new staff contextual performance there is a significant positive effect.Third, That Organizational career management system and its four dimensions exist significant positive effect with emotional commitment.Fourth, There are significant positive impact between emotional commitment and Peripheral performance and its two dimensions.Finally, Emotional commitment to play an intermediary role between the tissue section career management and new staff contextual performance.According to the research conclusion, this paper proposes five management suggestions for finacial industry of Hainan province. First, the organization should pay attention to the career development needs of new employees, the second is to provide a fair career development environment for new employees, the third is to provide scientific career counseling for new employees, the fourth is to design multiple multi-level career development channel, the fifth is carry out the system of personnel training projects.