中文摘要：

本文借助人与环境匹配理论、组织支持理论和工作动机理论，阐明了组织职业生涯管理（职业指导、职业支持）通过P-O（人与组织的价值观）匹配和P-J（人与岗位的能力要求）匹配促进员工职业成长的机制。本研究采取三波次时跨一年的问卷调查，收集了364个有效研究样本。实证研究发现：职业指导和职业支持均对P-O匹配和P—J匹配具有显著正向影响；P-O匹配和P-J匹配对职业成长的三个维度（职业目标进展、职业能力发展、组织回报增长）均具有显著正向影响，且在职业生涯管理与职业成长的关系中起显著中介作用；在控制匹配的作用后，职业指导仍对职业目标进展有直接的正向影响，职业支持对职业能力发展、组织回报增长也具有直接的正向影响。

英文摘要：

Based on P-E fit theory, organizational support theory and work motivation theory, this paper elaborates the role of organizational career management （career guidance and career support） in career growth through P-O （person-organization value） fit and P-J （person-job ability-demand） fit.It collects 364 valid samples through three-wave longitudinal survey over one year and arrives at empirical results as follows： firstly, both of career guid- ance and career support have significantly positive effects on P-O fit and P-J fit; secondly,P- O fit and P-J fit have significantly positive effects on three dimensions of career growth （ca- reer goal progress, professional ability development and the increase in organizational re- wards）, and play an obvious medium role in the relationship between career management and career growth; thirdly, after the control of the role of fit, career guidance still has direct posi- tive effects on career goal progress and career support also has direct positive effect on pro- fessional ability development and the increase in organizational rewards.