Study On The Career Growth Effect On Stay Intention For New-generation Industrial Workers

With the transformation of economic development approaches and upgrading ofindustrial structure in China, more and more enterprises put forward higher request to thestaff. In recent years,"labor shortage" phenomenon has appeared in many enterprises andareas, the root cause is not the lack of ordinary workers, but a lack of high qualityindustrial workers. the new-generation industrial workers such as After80and After90have become the main industrial workers. They have certain theoretical knowledgereserves and professional skills, and play more and more important roles in the enterprises.They pay more attention to their own professional growth, and have a higher liquidity. Inthis case, from the perspective of the enterprises, studying the mechanism that the careergrowth affect the stay intention of new-generation industrial workers has importantpractical significance.At present, domestic theory research about employees retain mostly study fromimproving employee’s organizational commitment and satisfaction and few involvescareer growth. Some studies have demonstrated that career growth has positive effect on employee’s leave intend, but the specific process and mechanism of the effect remains to be detected.The author made a comprehensive analysis of the existing research results andinsufficiency on the basis of a lot of related literature, taking the perceived organizationsupport as intervening variable. First of all, choose item from existing relevant scale,revised and form questionnaire. Then select new generation industrial workers ofmanufacturing enterprise in Shandong and Guangdong provinces as respondents and leadquestionnaire survey. Through the analysis of the data we verified the hypothesis: careergrowth has a significantly positive influence to retain intend; POS is an interveningvariable between professional growth and retain intend. Finally, we established acorrection model of professional growth effect new generation industrial workers’ retainintend and led out some proposal. The innovation of this study are: Taking the perceivedorganizational support as intermediary variables and established a "professional growth-POS-stay intention" model;analysis the effect of career growth on retain intend based on the group characteristics of new-generation industrial workers.Aiming at the shortcomingsof the this study, the follow-up study will enrich the sample size as well as dynamicresearch.