Research On The Influence Of Career Growth On Employees' Proactive Behavior

The dynamic competitive market environment promotes the higher demand for human capital.Employees,as the core elements of human capital,determine the development prospect of enterprises,so employees need to take more active actions to drive the development and innovation of enterprises.How to motivate employees to take more active actions has become a big problem in practice.Based on the perspective of self-determination theory and social exchange theory,this paper starts from the influential path of career growth and uses the combination of theoretical and empirical research methods to explore the role mechanism of career growth on employee's proactive behaviors.Then,according to building the intermediary model of job involvement and the regulatory model of professional commitment,the specific influential path of career growth on employee's proactive behaviors is explored.Finally,this research analyses the differences about the influence of career growth on proactive behaviors.The research mainly uses the research tools of SPSS19.0 and AMOS21.0 to conduct statistical analysis for the 565 valid questionnaires collected,and gets the following conclusions:(1)Various dimensions of career growth have a positive impact on employee's proactive behaviors.Specifically,the progress speed of career goals has a significant positive impact on employees' proactive strategic behavior;The promotion speed of professional ability and position promotion speed have significant positive influence on the dimensions of employees' proactive behavior.The growth rate of reward has a significant positive influence on the behavior of individual matching with environment and proactive strategy.(2)Job involvement plays a intermediary role between career growth and employee's proactive behaviors.Specifically,job involvement plays a complete intermediary role between the pace of career goal progress and proactive strategic behavior;Job involvement plays a full intermediary role between the promotion speed of career ability and proactive work behavior;Job involvement plays a full intermediary role between the promotion speed of career ability and proactive strategic behavior,and it also plays a part of intermediary role between the speed of promotion of professional ability and the matching behavior between individual and environment;Job involvement plays a complete intermediary role between the promotion speed of career ability and the proactive work behavior;Job involvement plays a full intermediary role between the promotion speed of career ability and the proactive strategic behavior,and partly plays an intermediary role between the position promotion speed and the matching behavior between the individual and the environment;Job involvement acts as a full intermediary role between the rate of compensation growth and the matching behavior of individual and environment,and as a partial intermediary role between the rate of compensation growth and proactive strategic behavior.In addition,the results also show that professional commitment plays a regulatory role between career growth and jobinvolvement.(3)Employee's proactive behaviors have significant differences in age,academic education and length of work.Specifically,the proactive behavior of "post-80s" employees is significantly higher than that of other age groups,and that of the high-education group is significantly higher than that of the low-educated group in proactive strategic behavior and individual-to-environment matching behavior.The proactive behavior of employees with 5-10 years of working life is significantly higher than that of other employees,and the study also finds that career growth had a significant impact on the proactive behavior of employees in the period of rapid career development.Based on the above research conclusions,this paper provides some management suggestions for business managers.the study provides some management suggestions for enterprise managers: First,attach importance to the career growth incentive strategy;second,motivate employees to have more job involvement to promote employees' proactive behaviors;third,improve the level of employees' professional commitment;Fourth,focus on individual needs.