Research On The Influence Of Career Growth On The Peripheral Performance Of The New Generation

Market economy provide a broad space,for the development of enterprises, but with the deepening of economic globalization, the competitiveness of enterprises are facing increasingly fierce.In this case, the pursuit of "flat organizational structure" has become a trend of business survival. It giving employees more autonomy, so contextual performance are becoming increasingly importance.Currently, the new generation of 80s、90s has been gradually out of school into the workplace, has become the main force in the workplace. Affected by the knowledge economy the reform and opening up and the family planning policy, the new generation employees showed a huge difference in thought, character, attitude, etc compared to employees of fathers age, they hold different understanding of work.How much of pay is not the only measure of the new generation to search jobs, they are in the high-level needs of Maslow’s hierarchy and hope that their works can increase their ability、achieve self-worth. People often say that "70s are Workaholic, 80s refusing to work overtime,90s refusing to go to work,".we can see the new generation employees are lack of contextual performance. Career growth provides a good perspective for us to understand contextual performance. To investigate the relationship between career growth and contextual performance is significant.In this paper, the new generation employees are the research object. We adhering to the results of previous research, described concepts and features of the new generation, then reviewing literature concept、content and related factors of career growth and contextual performance, proposing research model and assumption, using questionnaire survey to collect data. Based on 293 samples, this study use SPSS 21.0 and AMOS 17.0 to analytical data with many kinds of statistical analysis method, including reliability and validity analysis、descriptive statistical analysis、correlation analysis、regression analysis and so on. Then, we has carried on the confirmation to the research supposition.The results showed that differences in the variables of gender, age, education and nature of the unit was not significant, there are significant differences in the length of service and job level. Career growth is positively correlated with contextual performance, and the correlation coefficient between four dimensions of career growth and job dedication is generally higher than interpersonal promotion. Statistical variables have some influence on the relationship between career growth and contextual performance. The relationship have significant differences in gender, age, education, length of service, job level, have no significant difference in the nature of the unit. This Conclusion is probably applied only in certain areas after taking the data source into account.Finally, the paper made a conclusion, put forward some advice on human resource management. Meanwhile, limitations of this study and future research topics are pointed out.Today the new generation of employees is increasingly becoming the main force of China’s labor, Organizational systems is becoming more flat, and team work is growing popularity, So Employees’ words and deeds can affect organization. Managers should motivate employees to pay for the organization, co-workers and the self from the view of career growth. Concerned about their pace of the progress of career goals and the speed of the development of vocational ability, to provide a fair and steady promotion strategies and effective broadband pay system, so that the behavior of employees are truly able to provide positive energy in order to improve the competitiveness of the organization.