The Influence of Organizational Career Management, Person-Organization Fit, Employee Engagement on Organizational Commitment

• Main Authors: Wu, Chun-Wei, 吳俊葦
• Other Authors: Yu, Chien
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/76259967082668604063

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系人力資源碩士在職進修專班 === 101 === Currently the banking sector is facing serious challenges of organizational environmental change. Because of this, the organization should provide proper planning of career management, so that employees understand their own career goals, and promote their skills to meet organizational requirements. The organization should help employees solve work difficulties and obstacles, strengthen workers' ability to adapt to the organization's environment, thereby raising the quality of employees work life, and promote labor stability and performance outcome. Most importanly, maximizing benefits must be done through corporate finance professionals who share the company's vision. The organization should consider how to implement good organizational career management measures, so that appropriate talent will remain in the organization and maintain employee engagement to facilitate sustained organizational growth and enhance the competitiveness of the bank; this is an urgent priority of the current managers. This study aims to investigate the organization of corporate finance practitioners’ career management measures, individual organization fit, and the impact of organizational commitment on employee engagement. At the same time, the study further takes the step of using hierarchical regression analysis to analyze the intermediary relationships between employee engagement, organizational career management, person-organization fit, and organizational commitment. The study is intended for corporate finance practitioners. It uses the purposive sampling method, using email questionnaires to collect empirical data. Altogether 400 questionnaires were distributed, and 161 returned. The conclusions of the study are shown below. 1.Organizational career management has a positive impact on employee engagement. 2.Person-organization fit has a positive impact on employee engagement. 3.Employee Engagement has a positive impact on organizational commitment. 4.Organizational career management has a positive impact on organizational commitment. 5.Person-organization fit has a positive impact on organizational commitment. 6.A small mediation effect of employee engagement is shown on the relationship of organizational career management and organizational commitment. 7.A small mediation effect of employee engagement is shown on the relationship of person-organization fit and organizational commitment.