Research On The Influence Mechanism Of Self-directed And Professional Growth Of Enterprise Employees

Foreign research on self-leadership has been in existence for more than thirty years.Domestic related scholars and research have also begun to pay attention,and have actively localized the theoretical research of self-leadership.In recent years,some scholars in China have carried out relevant research on self-leadership.Their research results have played a good role in the development and promotion of theoretical research and practical significance of self-leadership in China.However,due to the late start of this research,there is still much room for exploration in the scope of self-leadership research.Personal career growth is not only influenced by the external environment,but also from the internal characteristics of individuals.This article begins with a literature review of self-leadership and professional growth related theories to understand the content structure and research results of self-leadership and professional growth,and to Establish the relationship between self-leadership and professional growth by correlating the influence factors between self-leadership and professional growth.Theoretical relational imaginary,assuming a positive relationship between self-leadership and career growth factors,Establishing a mechanism for empirical analysis to Establish the influence mechanism between the two,and providing information on how employees' self-leadership contributes to professional growth in corporate management.Exploratory strategic research.Through the statistics and empirical analysis of the data collected through this questionnaire,the following conclusions are drawn:(1)Demographic differences:There are significant gender differences in self-reward,predictive success,and positive self-conversation.In these three dimensions,women's frequency is higher than that of men.There are significant differences in age among self-rewards,self-punishment,and active self-dialogue.The higher the level of education is,the higher the self-reward frequency is.Due to the relatively concentrated working years of the sample objects,there is no significant difference in the employees' different working years in the dimensions of self-leadership,and the self-reward frequency of the ordinary employees is even higher.(2)Relational hypothesis results:In the hypothesis that the relationship between behavioral focus and career growth,H1-2a,H1-2b,H1-2c,H1-2d,H1-3a,H1-3b,H1-3d are not Established;H1-1a,H1-1b,H1-1c The theoretical assumptions of H1 d,H1-3c are Established;the assumption of H1 is partially Established.In the hypothesis of the relationship between natural compensation and professional growth,the assumptions of H2,H2-1a,H2-1b,H2-1c,H2-1d are Established.In the validation of the four dimensions of constructive thinking and professional growth,H3-1b,H3-2a,H3-2b,H3-2c,H3-2d are not Established;H3-1a,H3-1c,H3-1d assumptions are Established;H3 Partially Established.The results show that this paper has a good empirical result and theoretical explanation about the influence mechanism of self-leadership on professional growth.