The Influence Of Perceived Organizational Career Management On New Generation Employee's Extra Role Behavior

This thesis takes the new generation employees as the research object,aiming to study the influence mechanism of perceived organizational career management on employees' self-efficacy and extra role behavior,in which perceived organizational career management is the antecedent variable,self-efficacy is the intermediary variable,and employees' extra role behavior is the outcome variable.Furthermore,this thesis analyzes the mediating role of self-efficacy between the three dimensions of perceived organizational career management(appraisal,career development,vocational training)and employee's extra role behavior.In this thesis,qualitative analysis and quantitative analysis are used.Firstly,based on the domestic and foreign variable related literature,this thesis analyzes the logical relationship among the three research variables,puts forward the theoretical model and corresponding assumptions according to the logical relationship;in addition,in the aspect of data collection and processing,this thesis collects the required data by issuing the questionnaire,and uses SPSS20.0 and AMOS21.0 software to explore the data Cable factor analysis and deterministic factor analysis,and test whether the model and hypothesis are true.The results show that perceived organizational career management has a significant positive impact on employees' self-efficacy and extra role behavior;self-efficacy has a significant positive impact on extra role behavior;self-efficacy plays an intermediary role in the relationship between the whole and three dimensions of perceived organizational career management(appraisal,career development,vocational training)and extra role behavior.In the theoretical sense,this thesis tests the model constructed by the three variables of perceived organizational career management,self-efficacy and extra role behavior,enriches the relevant empirical research of variables,and has a certain theoretical significance for the relevant research of human resource management;in addition,this thesis verifies the positive correlation between the perceived organizational career management activities and employees' extra role behaviors in their work,and the intermediary role of self-efficacy in the mechanism of employees'perceived organizational career management influencing employees' extra role behaviors.In terms of practice,the thesis proposed four suggestions:first,standardize promotion standards and employment system to create a harmonious organizational atmosphere;second,improve employee's extra role behavior through authorization;third,enterprises attach importance to perceived organizational career management measures to improve the level of vocational guidance for employees;fourth,maintain employees' positive attitude through human resource practice.