The Impact Of New Generation Employees' Personal Career Management On Organizational Citizenship Behavior: A Moderated Mediation Mode

In the information age of economic globalization,cultural diversity and advanced network technology,talent is the core competitiveness and the most important resource of an enterprise.Most of the new generation of employees with higher educational background,rich knowledge and outstanding innovation ability are becoming the main force of enterprise development.Moreover,compared with the older generation of employees,the new generation of employees in terms of employment outlook,work values have undergone a great degree of change,they pay more attention to their work values and corporate culture,but also pay more attention to their own career development.However,due to the lack of self-career management,as well as the influence of multiple factors such as increased opportunities for social mobility and the management system,organizational culture identity,working conditions,salary and welfare of the original enterprise,the new generation of employees are prone to have weak intention of organizational citizenship behavior,turnover tendency and even turnover behavior at work.This phenomenon not only impacts the stability of enterprise human resource structure,but also affects the social image and reputation of enterprises.How to cultivate the new generation of employees’ sense of identity and loyalty to corporate culture,improve the career management ability of the new generation of employees,strengthen the willingness of the new generation of employees to carry out organizational citizenship behavior,reduce the turnover tendency of employees and so on has become a hot issue in the field of organizational management research.Therefore,in this paper,the existing relevant research results,from a personal career management,work ethics,psychological contract violation and multi-angle study of new generation employees organizational citizenship behavior,in order to find out new generation individual career management affect the internal mechanism of organizational citizenship behavior,and explore new generation employees leaving reason.This study consists of two parts.The first part is to explore the relationship among career management,organizational citizenship behavior,psychological contract violation and work ethics among the new generation of employees by questionnaire survey.In the second study,in-depth interviews were mainly used to further identify the reasons why the new generation of employees are not willing to organize citizenship behavior and dimission frequently.The study concluded as follows:1.The total scores of career management,oc B and work ethic of the new generation of enterprise employees are all higher than the theoretical average,indicating that career management attracts great attention of the new generation of employees and oc B and work ethic perform well.The total score of psychological contract violation is slightly lower than the theory,indicating that the phenomenon of psychological contract violation of the new generation of employees is not serious.2.The new generation employees of different ages have significant differences in the total score and dimensions of personal career management;There were significant age differences in total score of psychological contract violation,normative psychological contract violation and interpersonal psychological contract violation.3.There are significant differences between the new generation of employees with different educational levels in the dimension of career goal strategy and relationship.The higher the educational level,the higher the score of the new generation of employees in the dimension of career goal strategy,and the lower the score in the dimension of relationship;There are significant differences in the total score of psychological contract violation and interpersonal psychological contract violation dimension.The lower the educational level of employees,the higher the score of psychological contract violation and interpersonal psychological contract violation dimension.4.There are significant differences in career management scores,career exploration,relationship focus and self-presentation among the new generation employees of different positions;There are significant differences in the total score of psychological contract violation and developmental psychological contract violation dimensions among employees of different positions.5.There are significant differences in the total score and dimensions of career management among the new generation employees of different types of enterprises;There are significant differences in the total score of psychological contract violation,normative psychological contract violation and interpersonal psychological contract violation.6.The dimensions of personal career management are significantly positively correlated with the dimensions of organizational citizenship behavior and work ethics;The dimensions of personal career management were negatively correlated with the dimensions of psychological contract violation.Organizational citizenship behavior is significantly positively correlated with all dimensions of work ethic and negatively correlated with all dimensions of psychological contract violation.Psychological contract violation is negatively correlated with work ethic.The dimensions of work meaning and interpersonal harmony are negatively correlated with the dimensions of interpersonal psychological contract violation.7.Psychological contract violation plays a partially mediating role between individual career management and organizational citizenship behavior.8.Work ethic moderates the mediating role of psychological contract violation in the relationship between career management and organizational citizenship behavior.9.The interview study found that the reasons affecting the new generation of employees mainly include organizational factors and personal factors.Among them,organizational factors include salary,working environment,leadership style,training,promotion and benefits.Personal factors include personal needs,personal planning,job competence,work ethics,satisfaction,psychological contract violation,sense of fairness.