An Empirical Study On The Relationships Between Employees’ Proactive Personalityand Turnover Intention, Career Success

Boundaryless career has become the inevitable result of the rapid development oforganizations nowadays. In the process to career success for employees and talents retaining fororganizations, the proactive personality and career adaptability cannot be neglected. The goal ofthis research was to explore the relationships between employees’ proactive personality andturnover intention and career success, and interpret the mediating role of career adaptabilityplayed in this relationship. Additionally, another objective was to examine the moderating role ofleader-member exchange relationship. More importantly, the researcher integrated the mediatorand moderator in the same framework, and proposed that leader-member exchange relationshipexerted stronger moderating effect on the second stage of the moderated mediating model. Theresults of this study can not only contribute to the l-ADAPT theory and career constructiontheory, but also result in some useful enlightenment for organizational management.With the494valid data from on and off line random samples, this paper has done empiricalstudy to the hypothetical model. The reseacher analyzed data by descriptive statistics, reliabilityanalysis, correlation analysis, regression analysis and confirmatory factor analysis (CFA) WithSPSS17.0and AMOS20.0. The main results are as follows.1. Proactive personality positively influenced turnover intention of the employees. However,career adaptability had no significant influence on the turnover intention.2. Proactive personality had significant influence on employees’ career adaptability. Andcareer adaptability acted as a partial mediator in the relationships between proactive personalityand career success.3. Leader-member exchange relationship was not a moderator variance in the relationshipbetween career adaptability and the turnover intention.4. Leader-member exchange relationship significantly moderated the relationships betweencareer adaptability and both subjective career success and internal marketability. The career adaptability positively influenced subjective career success and internal marketability when theemployees perceived a high quality of leader-member exchange relationship, while therelationships were not significant when the employees perceived a low quality of leader-memberexchange relationship.5. Leader-member exchange relationship moderated the positive and indirect relationshipbetween proactive personality and employees’ subjective career success. Specifically, employees’career adaptability mediated this kind of relationship under the condition of high quality ofleader-member exchange relationship, but not under the condition of low quality ofleader-member exchange relationship.6. Leader-member exchange relationship did not moderate the indirect relationship betweenproactive personality and employees’ internal marketability which was mediated by careeradaptability.