The Impact Mechanism Of Developmental Career Management On Employee Cynicism

The level of employee cynicism would be directly influenced by corporation's human resource management practices, and vice versa. Failure on the part of managers to control the high level of employee cynicism effectively can result in unsatisfactory implementation effects when carry out human resource management practices and more seriously, there is a possibility to make organizational change aborted. Moreover, massive employee cynicism flooding in a group would undoubtedly bring evils for the organization:low level mutual-trust, week organization commitment and less OCB. Ultimately, it leads to awful group cohesiveness and unattractive group atmosphere. As a hot field for researchers of organizational behavior decades ago, employee cynicism has recently triggered new discussions under the context of web 2.0 and global'New Normal'. Unfortunately, bulks of studies mainly focus on clarifying the antecedents and negative impacts of it. To find instruments and systematical measures to prevent it from growing worse are never empirically and theoretically probed. We confirm it needs to be done.Drawing on Affective Events Theory, we propose that both developmental career management and self-rated personal accomplishment have an indirect effect on cynicism via job insecurity. Furthermore, the indirect effect of developmental career management on cynicism will be moderated by self-rated personal accomplishment. Data were collected form 451 enterprise employees form 13 cities in China. Theoretical hypotheses were tested by hierarchal regression and bootstraps method to examine how and why developmental career management and self-rated personal accomplishment to influence employee cynicism jointly. Results of analysis the matched sample show that employee cynicism is individually and jointly influenced by career management and personal accomplishment and job insecurity mediated the effects. In addition, moderated path analysis reveals that self-rated personal accomplishment enhances career management's direct negative effects on job insecurity and indirect negative effects on cynicism. Extending previous studies, our research demonstrated that career management and personal accomplishment has indeed concurrent yet alternate effects on cynicism. Second, by examining the mediated effect of job insecurity, the results contributed to our understanding on the mechanism through which career management and personal accomplishment influence cynicism. Finally, by investigating the moderated effects of personal accomplishment, we regard it as an important bounded condition of the effects of career management on employee cynicism.Besides, we hope statistical results would do managers a great favor to optimize staff management. The present empirical study indicates that managers should reconstruct employee's psychological contract model at first and specifically, handing out developmental human resource management practices based on long-term eyes. Second, maintaining harmonious labor relations by ameliorating the quality of employment relationships. Finally and the most tangling, to wholly enhance employee's job achievement and career confidence if managers take full advantage of current talent development scheme is also necessary.