| In this century,with the advent of the boundaryless career era and the protean career era,both individuals and organizations are facing increasingly diverse,rapid,and continuous changes and challenges in the career field.Employees'career development paths are characterized by interfirm mobility and unpredictability,and their career transitions and job mobilities are becoming more and more common.In response,organizational career growth has become the key goal that everyone pursuing in the workplace.Employees have deeply aware that,compared with traditional lifelong career outcomes,organizational career growth more accurately reflect their progress of career goals and the improvement of career ability in the current organization.For the other side,organizations also found that effectively promoting employees'organizational career growth will increase their job performance,and encourage them to engage in more behaviors conductive to organizational development.Therefore,it has been generally accepted that organizational career growth is a critical factor that influence employees'workplace success and organizations' better development.Thus,the present study focuses on the antecedents of employees' organizational career growth.It has drawn much attention from scholars to investigate employees' career outcomes from the perspective of personality traits.Especially,the structure of the "Big Five" personality traits has been widely studied in organizational behavior and industrial psychology literature.Therefore,the present study explores employees'organizational career growth from the perspective of "Big Five" personality traits.In the past 20 years,the "Big Five" personality test,as a classic career assessment tool,has played important roles in improving the scientificity of career counseling and helping people solve their career decision puzzles.However,there are some inconsistencies in the relationship between the "Big Five" personality traits and career outcomes in prior literature.This is mainly because:(1)In the era of boundaryless career development and protean career development,employees'career paths have become more complicated,with a variety of influencing factors.Lifelong career outcomes mentioned in previous studies are difficult to predict.In contrast,the concept of organizational career growth focuses more on the career development status of employees in the current organization and workplace,and can be more accurately measured and predicted;(2)The examination of the moderating effects of situation factors,especially organizational situation factors on the relationship between personality traits and career outcomes is relatively inadequate in prior literature.In summary,our study focuses on the following three research questions:(1)Are there causal links between "Big Five" personality traits and organizational career growth?(2)Do organizational situation factor also affect organizational career growth?How do they work?(3)Do organizational situation factors moderate the relationship between "Big Five" personality traits and organizational career growth?For employees with different types of personality traits,what strategies should organizations and individuals adopt to promote their organization career growth?In order to solve the research questions above,this study proposes a multi-level model based the job demand-resource model and trait activation theory and comprehensively explore the impacts of the "Big Five" personality traits and organizational innovation climate on employee's organizational career growth.Specifically,this study includes the following three sub-studies.Study 1:"Big Five" personality traits and organizational career growth:the mediating role of work engagement.Using longitudinal data,we examine the relationships between employees' "Big Five" personality traits and organizational career growth and furtherly investigate the mediating role of work engagement in the above-mentioned relationships.Through hierarchical regression analyses,the results show that:(1)In the "Big Five" personality traits,extroversion,conscientiousness,and openness to experience positively predict organizational career growth;(2)Work engagement mediates the relationships we mentioned above.Study 2:The relationship between organizational innovation climate and employees' organizational career growth:the mediating role of work engagement and innovation work behavior.The theoretical framework of the job demand-resource model,is used to explore the impact of organizational innovation climate on organizational career growth.The mediating roles of work engagement and innovation work behavior are further explored.Through multilevel structural equation model and bootstrapping analyses,the results show that:(1)Organizational innovation climate positively affects the employee's work engagement and innovation work behavior;(2)Employee's work engagement positively affects innovation work behavior;(3)Work engagement and innovation work behavior positively predict organizational career growth;(4)Work engagement and innovation work behavior mediate the impact of organizational innovation climate on organizational career growth.Study 3:"Big Five" personality traits and employees'organizational career growth:the moderating effects of organizational Innovation climate and innovation climate strength.Based on trait activation theory,we repeatedly test the relationships between the "Big Five" personality traits and organizational career growth and the mediating role of work engagement at the individual level.Then,we furtherly test the cross-level moderating effects of the organizational innovation climate and innovation climate strength.Through bootstrapping and multi-level regression analyses,the conclusions show that:(1)The degree of innovation climate moderates the relationships between two of the dimensions of Big Five personality traits(openness and conscientious-ness)and work engagement;(2)in situations where these two personality traits are activated(openness and conscientiousness),the personality traits-work engagement linkage is stronger in weak climate conditions than that in strong climate conditions.;(3)the moderating effects of organizational innovation climate and innovation climate strength are also significant in the indirect effects from personality traits to organizational career growth via work engagement.The theoretical contributions of the present study mainly include the following four points:(1)Our findings reveal the internal relationships between personality traits and career growth,and expand the application of personality theory into career field.At the same time,by verifying the mediating role of work engagement,we strengthen our understanding of the internal process of personality traits affecting organizational career growth;(2)By investigating the mechanisms from organizational innovation climate to employee's organizational career growth via the dual perspectives of work engagement and innovation work behavior,the results deepen our understanding of the internal mechanism of organizational climate affecting employees' organizational career growth;(3)by introducing organizational innovation climate and innovation climate strength as moderating variables,we establish the boundary conditions of the"Big Five" personality traits affecting organizational career growth,and strengthen our understanding of the interactions of organizational environment and personal traits in affecting employees' phasing career development;(4)By integrating two situational characteristics(i.e.situation trait relevance and situation strength)into the same theoretical model,we not only expand the application of trait activation theory into the field of career development and career psychology,but also provide new directions for the development of trait activation theory in the future.Our study also proposes four practical inspirations for individuals' career development and organizational management practices:(1)Individuals should know better about themselves and the target organizations,and comprehensively evaluate the possibility of future career growth from the perspective of P-O fit when making career desicions;(2)Organizational management practitioners should pay attention to the construction of innovation climate in the business process of organizations,and thereby help employees achieve better work status and personal development and maintain the benign operation of organizations;(3)Managers should allocate more resources to the employees who can fulfull organizational demands and achieve better organizational career growth to improve the organizational efficiency;(4)Managers can establish strong situations in organizations through normative pressure,indirect learning,formal training and other means,thereby weakening the expression of individual differences in the organization and achieving the status of "complicity and cooperation". |
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