ORGANIZATIONAL CAREER MANAGEMENT :MEASUREMENT AND ITS EFFECTS ON EMPLOYEES' BEHAVIOR AND FEELING IN CHINA
2002, 34 (01):
On the basis of the in-depth interview with the faculty related to HRM department and the open questionnaire to the employees in different kinds of enterprises, the original questionnaire on organizational career management was created. Pilot study was implemented with 177 managers,technicians, or MBA students, the result indicated that most of the items were accepted after deleting some items with too high frequency or too low correlation between the item and subscale. After the rearrangement of the questionnaire items , another 449managers or technicians from 13 companies completed the questionnaire, the data is factored by SPSS 8.0 using principal component analysis to extract and varimax to rotate . The results indicated that the organizational career management questionnaire(i.e. OCMQ) consisted of four components, which were justice, training, self recognition, and communication of job information, and 65.09% variance was explained. The Cronbach of each subscale, i.e. justice, training, self recognition, and spreading of job information was 0.87,0.76, 0.79 ,and 0.78 respectively. This research also used five other questionnaires which were career commitment, organizational commitment, job performance,career satisfaction and job involvement as dependent variables. Their Cronbach was 0.79, 0.80, 0.65, 0.70, and 0.81, and each questionnaires was valid, too. Finally,399 subjects from 11 enterprises accepted a revised OCMQ ,in which each subscale consisted of four items ,and career commitment, organizational commitment, job performance, career satisfaction, and job involvement. A measurement model was used to confirm the structure of organizational career management ,good fit index indicated that OCMQ had high construct validity. Using the LISREL8.30 to modeling the relation between the latent organizational career management and the latent dependent variables , the main fit index were over 0.90 .The result indicated that latent organizational career management has significant effects on latent dependent variable.
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