近年來，生涯管理的重心已經由組織逐漸移轉至個人身上，這使得學者更為重視生涯自我管理的相關研究。在新興的生涯環境中，雇主不再擔負起為員工管理其生涯的責任，取而代之的是員工應該主動投入選擇、計畫、評估自己的生涯以達成自我的生涯目標和結果。然而，當個體從事生涯發展時仍不能忽略組織生涯管理活動所帶來的影響。
隨著裁員、合併、再造等議題持續對企業造成影響，組織內部的勞雇關係也被重新定義。心理契約及知覺組織支持是兩個最常被用來解釋員工和雇主之間交換及互動關係的架構，經由結合這兩種理論基礎將能更完整了解勞雇關係的變化。
為了能更清楚地認識當代的生涯管理活動，本研究將透過心理契約和知覺組織支持的整合觀點來探討組織生涯管理與生涯自我管理之間的關聯性。本研究採取問卷之形式，以台灣高科技產業員工為研究對象，並且進行後續的資料分析。茲將本研究之研究結論分述如下:

1. 組織生涯管理對員工心理契約履行及知覺組織支持有顯著影響。
2. 組織生涯管理,心理契約履行及知覺組織支持皆對員工生涯自我管理有顯著影響。
3. 心理契約履行對知覺組織支持有顯著影響。
4. 心理契約履行及知覺組織支持皆對組織生涯管理與生涯自我管理之關聯性產生中介效果。

Recently, the core of career management is gradually shifting from the organization to the individual which causes researchers have paid more attention to the related study of career self-management. In the new career environment, employer can no longer afford the responsibility of managing their employees’ careers, and the tendency is that employees should engage themselves in selecting, planning and evaluating their own careers to achieve personal goals and outcomes. However, organizational career management can not be ignored when developing one’s career.
As the corporate is continuously influenced by the issues of layoffs, mergers, acquisitions and restructuring, the employment relationship is also redefined. Two of the most common constructs used to explain the exchanges and interactions between employee and employer are psychological contract and perceived organizational support. Through integrating these two theorems would provide a more complete understanding about the changes in the employment relations.
In order to more realize the contemporary career management, this study explores the relationship between organizational career management and career self-management through an integrative perspective of psychological contract and perceived organizational support. Questionnaire is used to collect data from employees of high-tech industry in Taiwan and through further data analysis we draw some research conclusions as follows.

1. Organizational career management has significant impact on psychological contract fulfillment and perceived organizational support.
2. Organizational career management, psychological contract fulfillment and perceived organizational support all have significant impact on career self-management.
3. Psychological contract fulfillment has significant impact on psychological contract fulfillment and perceived organizational support.
4. Both psychological contract fulfillment and perceived organizational support will mediate the relationship between organizational career management and career self-management.

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