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Variability and boundary era of his career and personal career management concepts prevalent, career management is based on personal and professional development as a starting point for self-management behavior. Employees that difficult to achieve career success in the same organization, loyalty decreased turnover rate increased. How organizations can effectively educating people through its management and thus, the employer, to keep people improve performance, to win the key to survival and development. Traditional organizational career management from the contents of the variability and the era of the borderless career individual career needs to consider inadequate research methods are summarized existing management behavior, guiding significance is not strong. Variability and boundary era of his career researchers to meet the needs of individual career theory, the starting point of a new career management in many organizations, the organization has some significance, but its content is fully open to question, how effective they have little empirical research to verify them. The article borrows individual - organization fit theory to build organizational career management model, and test its utility through empirical research, trying to provide a more compelling career management for the organization in the era of volatility and borderless career. First, build the match based on the individual - organization organizational career management model. First a literature study, analysis, and reveals the problems and shortcomings of the existing organizational career management research. To borrow personal - the organization to match the three-dimensional full model theory, the formation of individual - organizational career management matching concept and content. Then as the premise of organizational career management to build organizational career management model based on the individual - organization fit. Second, to verify the effect of organizational career management based on the individual - organization fit. First theoretical hypotheses put forward based on the individual - organization fit organizational career management has a positive effect on organizational performance and career success. The study design and hypothesis testing. Developed a set of measurements based on the individual - organization matching scale organizational career management tools. After item analysis, exploratory factor analysis, confirmatory factor analysis, reliability test, validity test, its reliability has been better proof. Third, empirical analysis, concluded. Test hypotheses on the basis of the study design, through questionnaires, statistical analysis of empirical research process. Collected 157 valid data SPSS17.0 statistical analysis software for data exploratory factor analysis and reliability test again to verify the reliability of the measurement tool, and then through the analysis of variance, correlation analysis, and regression analysis to verify assumptions drawn: the match based on the individual - organization organizational career management including training and development, consulting and assessment, publishing career information, career path, the implementation of the balanced plan to reward progress in six dimensions. They are short-term organizational performance and long-term organizational performance, perceived internal competitiveness, career satisfaction, a certain degree of positive impact role. Where training and development, publishing career information to establish the career path the reward progress weak positive effect on the perception of external competitiveness, consultation and assessment, implementation of the balanced plan their was no significant correlation.
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