Career Growth As A Predictor Of Work Engagement And Job Satisfaction Among Neozoic Employees

The complex and changeable era of knowledge economy intensifies the organizational structure change,as a result for organizational management,a core competitive position of human capital has influenced mostly.With the rising of organizational platform,the new generation of knowledge workers gradually become the backbone of organizational sustainable development.However,different values and the environment without boundaries also make their work attitude and behavior has changed dramatically,which challenges organization’s human resources management.Practice proved that the new generation staff’s demand for career growth is growing as the increase of self-awareness,and their perception of the accumulation of career worth affects their work attitude,efficiency and quality to a great extent,then might influence the acquisition of organizational innovation advantage.As for the organization,attracting employees and forming a stable and voluntary contractual relationship,motivating employees to produce positive results so as to promote the sustainable competitiveness of the organization are the important targets in the present situation.Faced with the strong expectations of the new generation staff to maximize the career value,this paper tries to discuss the problem of how to improve the positive work output from the perspective of career growth.Combined with the practice the paper also provides some theoretical reference for the organization management,consisted of how to adjust the influence of value culture and career management,how to choose the most effective incentive means,so as to enhance the staff’s emotional identity and connection,and promote the development of the organization.Based on positive organizational behavior,this paper firstly combed the related concepts of five variables on the basis of literature research: career growth,affective commitment,job involvement,job satisfaction,and value fit.With the help of social exchange theory,it constructs a variable relation model which takes career growth as independent variable,job engagement and job satisfaction as dependent variables,affective commitment as mediator,and value matching as moderator.Through a design of the questionnaire,according to 240 new generation samples in Southern China area,the paper uses software SPSS and AMOS to analyze the mechanism above.Results of the hypothesis test are as follows:(1)The employee career growth has a significant positive effect on affective commitment,job engagement and job satisfaction.(2)The affective commitment has a significant positive impact on job engagement and job satisfaction.(3)Affective commitment plays a partial mediating role between career growth and job involvement,so does between career growth and job satisfaction.(4)The value fit plays a partial moderating role in the relationship between career growth and affective commitment.Finally,based on the practice,this paper makes a more detailed empirical analysis of the results of statistical analysis,and puts forward some suggestions to the organization managers.The results show that the employee’s job involvement and satisfaction will be directly or indirectly affected by career growth,and value consistency plays a role in the regulation.Therefore,managers should pay more attention to the career growth and value demands of employees,and create a win-win plan for employee growth and organizational development.