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The Relationship between High-Tech Talent Career Characteristics and Career Development

Author: KouTingJun
Tutor: WangZhongMing
School: Zhejiang University
Course: Entrepreneurial Management
Keywords: Organizational Identification Person-Organization Fit Career Characteristics Career Development High-Tech Talent
CLC: G316
Type: Master's thesis
Year: 2012
Downloads: 101
Quote: 0
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The development of High-tech companies has already made them one of the most important growing forces for Chinese economic. Because of this, how to maintain and develop high-tech employees and knowledge workers, especially for how they make their career decision when facing career selection, have been the emerging questions in academic and business field.The studies on above questions focus on analysis the relationship between their work satisfaction, turnover and other relevant factors. When discussing on career decision studies, researchers are mainly focusing on their cognitive process of career decision, and other such as decision capabilities. As a conclusion, only few from the career decision characteristics’perspective to analysis above questions.Through interview, questionnaire method to222knowledge employees in Shanghai, Hangzhou and Ningbo, and data analysis, this study established the main career decision characters of high-tech employees during their career decision processs. And based on it, this study further discusses the relationship between career characteristics, organizational identification, career development and person-organization fit.Based on above questions, following results are discussed:1. High-tech employees’career characteristics could be divided into interpersonal harmony, success pursuit and safety orientation. Each employee will also develop diverse characteristics.2. Career characteristics play the Intermediary role between organizational identification and career development. Interpersonal harmony and success pursuit has a significant effect on staying and leaving companies. And the decision of staying will positively stimulate the career performance.3. Consistency fit has the mediate effect on organizational identification and interpersonal harmony and success pursuit, but supplement fit does not have the mediate effect on above relationships.

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