The Relationship Between Career Reflection And Employee Self-development

With the advent of the era of borderless career,individuals' initiative in career management has become increasingly prominent,and active professional behavior has become a research hot spot in the field of organizational management.As a newly proposed related construct,employee self-development behavior refers to employee's initiative to initiate capacity improvement behavior,which can subtly improve employee performance,job satisfaction,etc.,and reduce employee turnover intention.Therefore,exploring the causes of employee selfdevelopment is of great significance to the organization.In view of this,this study focuses on the self-regulation model: first,the applicability of the employee self-development scale in the employee sample;second,the impact of professional reflection on the employee's self-development and its internal mechanism,with a view to enriching employees Relevant research on self-development provides theoretical guidance for management practice.In order to solve these problems,278 MBA students and course students from a university in South China were selected as subjects.The regression analysis and bootstrap method were used to test the hypothesis.The results are as follows:(1)Employee self-evaluation employee self-development scale has good reliability and validity,including 5 items,measuring a single dimension.(2)Career reflection significantly positively affects the future work self.The future work self can significantly positively affect the self-development of employees,and partly mediates the relationship between career reflection and employee self-development.(3)The employee's promotion focus level positively regulates the positive relationship between future work self and employee self-development.Specifically,the higher the focus level,the stronger the positive relationship between future work self and employee selfdevelopment.In addition,this study provides some inspiration for management practices.On the one hand,managers should regard occupational reflection ability as a kind of resource and adopt various measures such as training and consultation plan to enhance employees' professional reflection ability.On the other hand,enterprises can pass the situation test and questionnaire measurement when recruiting and selecting.Evaluate the candidate's focus level and prioritize candidates with higher focus levels.