The Impact Of Career Management Of New Generation Employees On Organizational Citizenship Behavior

In the era of knowledge economy with the rapid development of information technology,enterprises,as social micro-economic organizations,need to constantly improve human management capabilities to maintain their competitiveness in the business tide.With the high turnover rate of employees and the declining level of loyalty,recognition and organizational commitment to the organization,organizational citizenship behavior reflecting employees ‘behavioral willingness has gradually become the focus of attention of enterprises.Employees ‘organizational citizenship behavior is manifested by their willingness to take on certain duties in the organization when they join or stay in the organization,and their willingness to complete the task of organizational accountability through reliable cooperation with the organization,and their willingness to take the initiative to make innovative actions beyond the role responsibility of organizational arrangements for the development of enterprises.The new generation born in the 1980 s and 1990 s,as a new force in the workplace,is gradually growing into the main force of enterprise development with abundant knowledge reserves and professional skills.With the development of computer technology and Internet technology,the new generation of employees,compared with the previous generation of employees,have unique work values.They pay more attention to the matching of values and their own career growth in their work.This also makes the new generation of employees lack a stable career outlook and like to pursue through changing their jobs.The frequent turnover of the new generation of employees not only increases the organizational costs of enterprises,but also leads to job vacancies,instability of the staff and damage to the reputation of enterprises,which seriously affects the healthy development of enterprises.How to improve the career management ability of the new generation of employees,enhance their recognition of the work values of enterprises,and increase their willingness to organize citizenship behavior to ensure the healthy development of enterprises has become a hot issue in academic research.Therefore,this paper focuses on the new generation of employees,the perspective of basic career management,using literature research,questionnaire survey and statistical analysis methods,introducing two moderating variables of job stress and career growth,to explore the internal mechanism of the impact of career management on organizational citizenship behavior.It makes up for the gap in the research field of career management and organizational citizenship behavior based on the new generation of employees,and provides theoretical basis for enterprises to help the new generation of employees improve their career planning,improve their sense of identity for organizational citizenship behavior,and achieve the unity of organizational development strategy and personal growth of employees.This study draws the following conclusions through empirical analysis:(1)Career management of new generation employees is positively correlated with organizational citizenship behavior,that is,the more perfect the career management of new generation employees is,the more obvious the employee's organizational citizenship behavior is.(2)Endogenous job stress has a positive moderating effect on career management,that is,the higher the endogenous job stress,the stronger the positive relationship between career management and organizational citizenship behavior,and vice versa.(3)Exogenous job stress has a negative regulatory effect on career management,that is,the lower the exogenous job stress,the stronger the positive relationship between career management and organizational citizenship behavior,and vice versa.(4)Career growth has a positive moderating effect on career management,that is,the more obvious the career growth is,the stronger the positive relationship between career management and organizational citizenship behavior,and vice versa.According to the research content of this paper,the relevant management practice enlightenment is put forward: actively guide employees to carry out career management,realize the mutual win-win between individuals and organizations,enterprises need to help the new generation of employees to do a good job in career planning,combine the career development of the new generation of employees with the development of enterprises,and realize the mutual win-win between individuals and organizations;In the process of development,enterprises should actively redesign their work to help the new generation of employees to be competent for their own positions by constantly optimizing their work content;attach importance to career growth,design career planning oriented by career growth,and design diversified career growth parties in the light of enterprise conditions and employee needs.