Research on the impact of career management fit on career success

Abstract

Individuals who hold protean and boundaryless career attitudes tend to manage their careers by themselves, which brings new challenges to traditional organizational career management (OCM). Combined with the lag and reform requirements of OCM, we put forward the concept and structure of career management fit (CMF) based on person–organization fit theory and career management theory. Through interviews, questionnaire surveys, exploratory factor analyses and confirmatory factor analyses, this research establishes a scale with four dimensions and 15 items to measure CMF and proves its reliability and validity. Moreover, we validate that CMF is positively and significantly correlated with career success. Overall, this study expands person–organization fit theory, provides theoretical guidance for career management and highlights a good employment relationship in the new context.