The Effects Of Employees' Orhanizational Career Management Perception On Job Insecurity

With the fierce competition in economic globalization and the rapid changes in technology,many companies reduced the cost of enterprises,carried out technological innovations,optimized the person-job fit,and adopted reform measures such as layoffs,pay cuts,outsourcing,mergers and acquisitions,and closure of factories,so as to improve their competitiveness and increase organizational flexibility.At the same time,it also brings essential changes to the nature of employees' work and their personal lives.Employees constantly experience a sense of worry and powerlessness about the overall work and work resources as well as their future career development,which is called "job insecurity".The sense of job insecurity has a negative impact on employees' work commitment and organizational satisfaction,and encourages employees to develop behaviors that are not conducive to organizational development,such as the tendency to leave and job burnout,which poses a major threat to the sustainable development of enterprises.Therefore,how to reduce employee's insecurity has gradually become a problem that enterprises must face.Existing literature tends to focus on the impact of personality traits,economic environment,and employment patterns on job insecurity,Review of previous literatures,organizational human resource practice has important influence on employees' job insecurity,because for employees,they attached much importance in the future development of the enterprise prospect,organize the implementation of supporting measures will let the employees themselves within the enterprise development prospects have a more clear understanding,to enhance the certainty and control for the future work,reduce the generation of job insecurity.And organizational career management is a series of human resource management practice in order to retain talent,develop the potential employees,help employees to achieve personal career development goals to achieve organizational goals,it closely around the personal development of employees,which is the impact on employees' psychological and personal development of an important factor.At the same time,in the practice of enterprise management,organizational career management affects employees' psychology and behavior by acting on employees' perception,which is also the portrayal of organizational career management.Therefore,this paper studies the relationship between organizational career management and job insecurity from the micro perspective of organizational career management.However,it is not enough to understand the relationship between organizational career management perception and job insecurity.According to previous studies,organizational career management,as a human resource practice,can positively predict employees' career growth and perceived organizational support.In addition,a high employeeorganizational value fit degree can make it easier for employees to understand and support the career management measures implemented by the organization,so as to accelerate employees' career growth and the formation of organizational support.Based on conservation of resources theory and perceived organizational support theory,From the two aspects of organizational perception and self-development,organizational support and career growth were introduced as mediator and employee-organization value fit as moderater.Firstly,the literature on organizational career management,career growth,perceived organizational support,employee-organization value fit and job insecurity was reviewed.Secondly,the research model is established on the basis of predecessors,and the research hypotheses are put forward.Thirdly,309 samples of data were collected through questionnaire survey,and statistical software such as SPSS20.0 and AMOS21.0 were used for data analysis to verify the theoretical model and research hypotheses of this study.Finally,this paper discusses the results of this study,points out the shortcomings of this study and prospects for future research.This study mainly draws the following conclusions:(1)The employees' organizational career management perception negatively affects the employees' job insecurity;(2)The employees' organizational career management perception positively affects employees' career growth and perceived organizational support;(3)The employees' career growth and perceived organizational support plays a mediate role in the relationship between perceived organizational career management and job insecurity;(4)Employee-organizational value fit positively adjusts the relationship between perceived organizational career management and career growth and perceived organizational support.When employee-organization value fit is high,the relationship between employees' perceived organizational career management and career growth and perceived organizational support is stronger.Moreover,employee-organizational value fit moderates the mediate role of career growth and perceived organizational support in the relationship between perceived organizational career management and job insecurity.