生涯适应力的研究是人力资源开发研究领域的一个新的理论生长点，国外有关生涯适应力的研究起步早、研究领域广、理论成熟度高，而国内生涯适应力研究在理论构建、研究范围、测量工具等方面上尚有很大发展空间。基于上述背景，本文回顾了生涯适应力及其有关因素即领导模式、人力资源开发模式、社会支持、积极人格、工作绩效和组织公民行为的定义和相关理论，以事业单位人员作为研究对象，并在此基础上做出了相关假设，对领导模式、人力资源开发模式、社会支持、积极人格与事业单位人员生涯适应力的关系，事业单位人员生涯适应力与工作绩效、组织公民行为的关系进行了分析和讨论。参考之前学者有关生涯适应力的问卷，根据实际情况编制了本次调研问卷。采用层次回归分析对领导模式、人力资源开发模式、社会支持、积极人格与事业单位人员生涯适应力的关系，事业单位人员生涯适应力与工作绩效、组织公民行为的关系进行了研究。结论如下：（1）性别和工作岗位在生涯适应力上有显著差异，生涯适应力在教育水平、工作年限、家庭月收入上没有显著的差异；教育水平、性别和工作岗位在工作绩效上有显著差异，工作绩效在工作年限、家庭月收入上没有显著差异；工作年限和工作岗位在组织公民行为上有显著差异，组织公民行为在教育水平、性别、家庭月收入上没有显著的差异。（2）变革型领导、交易型领导、行政管理式、人力资本提升式、朋友支持、领导支持、同事支持和积极人格对生涯适应力有正向影响作用。爱人支持对生涯适应力无影响作用。（3）生涯适应力对工作绩效和组织公民行为有正向影响作用。

Career adaptability research is a new theory in the field of human resources development research growing point, foreign studies of career resilience started early, wide research field, the theory of high maturity, and domestic career resilience research have very big development spacein theoretical construction, research scope, measuring tools, etc.Based on the above background, this article reviewed the career adaptability and its relevant factors which leading mode, human resource management mode, social support, and positive personality, the definition of job performance and organizational citizenship behavior, and related theory. The assumptions on the basis of this, the leadership model, human resource management mode, social support, positive personality and the relationship between the institution staff career resilience, institution staff career resilience relationship with job performance, organizational citizenship behavior are analyzed and discussed.Reference before scholars about career adaptability questionnaire, the survey questionnaire is compiled according to the actual situation. By hierarchical regression analysis on leadership, human resource management, social support, positive personality and the relationship between the institution staff career resilience, institution staff career resilience and job performance, the relationship between organizational citizenship behaviors were studied. The conclusion is as follows:(1)Gender and jobs have significant differences in career resilience, career resilience in the level of education, working years, and there was no significant difference on family income; Education level, gender, and jobs have significant differences on job performance, job performance in working fixed number of year, there were no significant differences on family income，working lives and jobs has significant differences on organizational citizenship behavior, organizational citizenship behavior in the level of education, working years, and there was no significant difference on family income.(2)Transformational leadership, transactional leadership and administrative management, human capital lift and friends support, leadership support, colleague support and positive personality have significant positive effect on career resilience. Spouse support for career resilience has no effect.(3)Career resilience on job performance and organizational citizenship behavior has significant positive influence on action.