A Study On The Influence Mechanism Of Knowledge Employees' Career Growth On Organizational Citizenship Behavior

As a typical extra-role behavior,organizational citizenship behavior has been concerned by the academia and the industry because it shows the extra efforts made by the members of the organization beyond the formal work duties to benefit the organization.With the development of the uncertainty and complexity of the environment,the importance of organizational citizenship behavior becomes more and more prominent.Because the traditional job description cannot cover all the content required by the rapid development of the enterprise,only by allowing employees to play their subjective initiative to perform more organizational citizenship behaviors outside of their duties can the organization maintain its advantages in the competition of economic globalization.However,previous studies on the antecedent variables of organizational citizenship behavior are more limited to employee personality characteristics,leadership behavior and organizational climate.It ignores the change of employees' career pursuit in the new economic era and fails to consider the impact of the incremental change of employees' career growth on organizational citizenship behavior.Knowledge employees are the main force of enterprises at the present stage.They are an important force for enterprises to gain core competitive advantages,and they also have a strong desire to achieve career progress.So can organizations provide knowledge employees with help and support for their career development effectively motivate them to make greater contributions to the organization?This paper examines the impact of knowledge employees' career growth on organizational citizenship behavior through empirical research to answer this practical question.Secondly,whether the organizational citizenship behavior is generated is determined by the motivation behind.Employees who have a deeper emotional connection with the organization are more willing to make organizational citizenship behavior.Organizational commitment,as an important variable of employees' positive attitude,shows their recognition and investment in the organization,and also contains the emotional connection between employees and the organization.Previous studies have shown that career growth can positively predict employees' organizational commitment.Organizational commitment may be able to link the career growth of knowledge employees with organizational citizenship behavior.In this paper,the four dimensions of career growth are taken as independent variables,organizational citizenship behavior as dependent variables and organizational commitment as intermediary variables.we use the social exchange theory to build the research model,explores the four dimensions of career growth on the direct effect of organizational citizenship behavior,and the mediating role of organizational commitment.After collecting relevant data of 271 knowledge employees,SPSS18.0 and AMOS 17.0 were used for analysis and processing.It is found that the progress of knowledge employees' career goals,career competence and remuneration have significant positive effects on organizational citizenship behavior.However,the promotion speed of knowledge employees has no significant negative impact on organizational citizenship behavior.Secondly,all dimensions of career growth positively affect organizational commitment,organizational commitment positively affects organizational citizenship behavior,and the mediating effect of organizational commitment is also partially verified.Finally,The research results of this paper expand the antecedent variables of organizational citizenship behavior,enrich the relevant literature on career growth,reveal the influence mechanism of knowledge workers' career growth on organizational citizenship behavior,and provide useful guidance for enterprises'human resource management practices.