The Relationship Between Career Growth And Employee Engagement

With the external living environment changing intensely,companies need to obtain a sustainable competitive advantage in the fierce market resources game。Under the background of the 90’s has grown to become the backbone of the enterprise human resources,it is an important measure for companies to obtain sustainable competitive advantages through cultivating workers with highly dedicated knowledge to drive the development of enterprises’ innovation capability。However, the traditional means’ attraction to 90’s knowledge workers are declining,such as shaping corporate culture and material incentives,which resulting in the limitation on companies construct the ability of maintaining workers a high degree of employee engagement。At last,it will have a bad influence on ensuring the stability of enterprise potential of competition。Thus,the focus on employee career growth for this demand gradually become one of the highly dedicated staff to ensure knowledge of effective measures。In practice,faced with the strong needs of 90’s knowledge workers on career growth,it has been a important problem that domestic and foreign companies try to focus on how to adjust the impact of many factors,such as organizational justice, human resource policies, relationship between works and leaders,and to have a proper career management,make use of the right incentives to enable employees to volunteer for the organization and show a higher sense of identity as well as the work undertaken show higher engagement。This study was designed for the business management of 90’s knowledge workers’ career growth, in order to provide reference for promoting the improvement of employee engagement。Thus,the writer has a literature research first of all,and then define four variables’ concepts by combing through career growth, emotional commitment,organizational justice,employee engagement and other related theories。Except that,the hypothetical model of the relationship between the four variables is also proposed on the base of summarizing previous studies。Among that,the career growth is as an independent variable,employee engagement is as the dependent variable,emotional commitment is as mediating variables,organizational justice is as the moderator。In this context,the writer designs the questionnaires according to requirements,and have assumptions verified based on survey data were collected from 249 valid samples by using SPSS software,which includes factor analysis,correlation analysis,regression analysis。Data analysis showed that:(1) career growth has a significant positive effect on employee engagement;(2) career growth has a significant positive effect on emotional commitment;(3) emotional commitment has a significant positive effect on employee engagement;(4) emotional commitment plays an intermediary role during career growth impact on employees engagement;(5) the impact of organizational justice plays an regulatory role during career growth impact on emotional commitment 。Finally, in the results discussion of this study,the writer has the results of hypothesis testing explained in detail and put forward feasible suggestions in the actual management that the enterprise can take。...