The Impact Mechanism Of Career Growth On Employees' Commitment And Turnover

Since the 1990s, industrial clusters had shown strong and continuous competitive advantage in regional economic development in all countries. It has been proved that continuous innovation is the key factor to promote the development of enterprises in industrial clusters. Attracting, retaining and exploiting talents are the main driving forces for the enterprises in the industrial clusters to acquire continuous innovation. However, along with the developing and maturing of industrial clusters, many new changes and new problems have emerged in the employees' organizational behavior in the industrial clusters. The employees in the industrial clusters are paying more attention to their own career growth, and changing jobs more frequently. Employees hope to obtain rapid career growth, while the organizations desire to have high committed employees. Therefore, it has significant theoretical and practical value to research employees' career growth and the impaction of career growth on work commitment and employees' turnover in a comparative angel between industrial clusters and other regions in such a background.Firstly, the thesis structured and tested a four-dimensional structure model of career growth, developed a measurement scale of career growth, and empirically analyzed the influence of demographic variables on career growth. Based on the reviewing and generalizing of the correlated literature, it analyzed the links and differences between career growth and other related concepts. The original data was acquired through interviews and semi-structured questionnaire. By combining with the related research scale, the initial career growth scale was made through several steps, including cataloguing, summarizing and revising. The formal scale was constructed through the research methods of the items analysis, exploratory factor test and so forth. Confirmatory factor analysis approach was conducted to verify the four-dimensional structure model of career growth. Then the thesis researched the influence of education, career stages, gender, position and economic environment on career growth.Secondly, it constructed the role model of career growth on work commitment, and revealed the relational mechanism between the career growth and work commitment. Research developed the antecedence of organizational commitment and occupational commitment, validated the influence pattern of career growth on commitment. It proposed and tested the mediated effect of perceived opportunities on the formation of organizational commitment, which revealed the differences of commitment formation between industrial clusters and non-clusters. The differences existed in the perceived opportunities, organizational commitment and occupational commitment between industrial clusters and non-clusters were empirical tested.Thirdly, it constructed the formation model of turnover intention from the perspective of career growth, and empirically analyzed the different roles of perceived opportunities, organizational commitment, and occupational commitment in the formation of turnover intention. The study found that all the four dimensions of career growth had significant influence on the turnover intention. Organizational commitment played an intermediation role in the relationship between career growth and turnover intention. The perceived opportunities and occupational commitment had the mediated effect in the formation of turnover intention. It also revealed the differences of the formation mechanism between industrial clusters and non-clusters.Fourthly, the thesis structured the employee turnover decision path model and employee turnover integrated model. By improving the classical turnover model of Maertz & Campion (2004), the turnover decision path model was constructed through the angle of turnover intention and shock, which divided the turnover behavior into 4 major categories and 15 kinds of turnover paths. The case study proved that the turnover decision path model could explain the real turnover behavior. The study also structured an integrated turnover model in the angle of career growth, which analyzed the turnover behavior based on ones' whole career development.Finally, the thesis illuminated the theoretical contributions of the study, and the differences between the study and previous literature. It also put forward the implication and prospect of this research.