大型商业银行组织职业生涯管理对员工离职倾向的影响研究
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摘要
本文着重是对大型商业银行员工职业成长(Career growth)的维度进行界定,在此基础上展开员工感知角度的组织职业生涯管理(Organizational career management)、员工职业成长、离职倾向(Turnover intention)之间关系的理论研究和实证研究,并探讨主动性人格(Proactive personality)对上述关系的调节作用,最后根据实证结论对大型商业银行人力资源管理实践展开讨论并提出建议。
为此,本文将研究的主要问题分解为三个：第一,根据无边界职业生涯理论相关研究成果与大型商业银行员工特点,探讨职业成长的结构维度；第二,研究大型商业银行员工职业成长在员工感知角度的组织职业生涯管理与离职倾向之间的中介作用。根据认知行为理论“刺激—认知—反应”模型,探讨员工感知角度的组织职业生涯管理通过职业成长对自身行为倾向的作用机制；第三,以社会认知理论为基础,研究主动性人格是否调节员工感知层面的组织职业生涯管理与职业成长之间的关系。
本研究在研究方法上首先从文献研究法入手,系统梳理本研究的理论基础,以及各研究变量的内涵、维度、测量及相关变量关系等,厘清各变量的研究脉络,形成综述,为变量之间可能存在的联系寻找理论依据；其次,根据需要,结合大型商业银行组织职业生涯管理实际开展深度访谈法,包括个别访谈、焦点小组访谈、开放式问卷等,对大型商业银行员工职业成长的结构维度进行了深入讨论,并运用探索性因子分析和验证性因子分析检验确定了大型商业银行员工职业成长的新维度,并为职业成长新维度开发了测量量表；并在正式调查中运用问卷调查法等展开理论研究和实证检验,通过问卷调查法,共收集有效问卷312份,运用结构方程模型软件(AMOS)、社会统计分析软件(SPSS)对正式问卷的信效度展开验证,对大型商业银行组织职业生涯管理、员工职业成长与离职倾向这一主要影响关系进行验证,并对主动性人格的调节作用进行了检验。
本文结论包括以下五个方面,第一,大型商业银行员工职业成长包含四个维度,即职业目标进展、职业能力提升、职业报酬增长、社会资本积累。本研究结合职涯资本理论对职业成长维度进行了拓展,提出了社会资本积累这一新维度。通过SPSS18统计软件对正式问卷的一半(156份)进行探索性因子分析,选择特征根大于1的主成分分析法,最大方差法进行旋转,得到大型商业银行员工职业成长的四因子结构,累计方差解释率达到73.323%,各因子组合信度值均在0.825以上,平均方差抽取量(AVE)均在0.865以上运用结构方程模型软件(AMOS)对问卷另一半进行验证性因子分析,通过对比单维、四维、五维结构,得出四维结构模型拟合数据最优的结论,与探索性因子分析结论一致。
第二,大型商业银行组织职业生涯管理对离职倾向有显著的负向作用,首先,建立公平的晋升机制,能够让员工清晰地看到自身职业发展的路径和实现职业目标的可能性,对自身职业发展充满希望,引导员工通过自身努力实现职业梦想；其次,大型商业银行通过组织发展目标、职位信息等方式,帮助员工设立个人职业目标,明确员工的努力方向,促进员工不断提高自身能力,有效促进组织目标与个人职业目标的协调统一,从而降低离职倾向；最后,大型商业银行通过各种渠道帮助员工实现职业自我认知,能够让员工更加明确职业目标,明确职业兴趣、设定更加清晰的职业目标,让自身工作努力与职业性向更加一致。
第三,大型商业银行组织职业生涯管理对职业成长有显著的正向影响,组织职业管理水平高的大型商业银行,能够为员工提供公平的晋升机制,更加注重员工培训,更加注重对员工的职业自我认知,越有利于员工通过公平的晋升实现职业目标,也有利于员工通过不断努力实现职业能力提升,员工在职位的升迁以及报酬的增长上越容易得到体现,员工在公平的晋升机制下,更有利于建立良好的同事关系、领导关系和外部客户关系等社会资本积累,从而更有利于员工实现职业成长。
第四,员工职业成长在组织职业生涯管理与离职倾向之间起着显著的中介作用。大型商业银行员工的离职倾向,是员工作为一个决策主体所产生的行为倾向,这种行为倾向显然需要经过员工自己作为职业决策主体的判断和思考,而进行判断思考并作出决策的依据是组织职业生涯管理对自身能够获得的利益大小,职业成长正是从职业目标进展、职业能力提升、职业报酬增长、社会资本积累等方面体现出员工所获得的利益,组织职业生涯管理的利益是通过员工自身的职业成长感知来体现的,员工感知到的组织职业生涯管理对员工离职倾向的影响是通过员工职业成长的速度来中介的。
第五,主动性人格在组织职业生涯管理与职业成长关系中有显著的调节作用。大型商业银行组织职业生涯管理作为一种外在的环境因素,在对员工行为倾向产生影响的过程中,要受到员工自身的认知状态影响,而员工主动性人格是影响认知外在信息的基础,大型商业银行的组织职业生涯管理行为与员工自身的主动性人格共同影响员工职业成长的速度与过程。
本研究的主要意义在于,理论上,(1)从大型商业银行员工感知角度,探讨员工职业成长的结构维度和具体内涵,丰富了职业成长理论的内容；(2)分别从组织、个体两个视角探究职业成长的前因变量,使得职业成长的前因变量、结果变量更加清晰,拓宽了职业成长的研究视角；(3)厘清了组织职业生涯管理与员工离职倾向之间的影响关系,验证了职业成长在组织职业生涯管理与员工离职倾向之间的中介作用,这让组织职业生涯管理与离职倾向之间的影响关系以及作用机制更加清晰,为大型商业银行未来开展组织职业生涯管理工作提供了理论基础；实践中,结合大型商业银行员工职业生涯发展特点,从职业生涯管理的角度开展银行业(尤其是大型商业银行)员工的离职研究,不仅关系着我国银行业员工职业发展问题,更关系着大型商业银行如何留住骨干和优秀人才,无论对大型商业银行,还是对员工个体,都具有越来越迫切、越来越重要的现实意义。本研究从组织与员工职业生涯管理的角度进一步丰富离职理论,进一步揭示大型商业银行组织职业生涯管理对员工离职倾向的影响机理和具体作用过程与机制,为大型商业银行进一步完善和提高职业生涯管理水平提供指导。
本文的主要创新点是：
(1)本研究针对大型商业银行员工职业成长展开了更深的挖掘和研究,拓展了大型商业银行员工职业成长的结构维度,即职业目标进展、职业能力提升、职业报酬增长、社会资本积累。其中职业报酬增长和社会资本积累是本研究发现的适合大型商业银行员工职业成长的新的维度,这在一定程度上丰富了职业成长理论的研究内容。这是因为与其他行业相比,大型商业银行管理体制的行政化倾向使得员工的职业成长更多地通过职位晋升来体现,收入的增长与晋升速度之间关系密切,二者在大型商业银行中的关联度更高。同时,大型商业银行员工职业成长不仅体现在个人完成岗位工作所需要的知识技能上的提升,还体现在人际能力上的提升,社会资本的数量与质量是员工职业生涯中人际能力的直接体现。大型商业银行特有的管理体制和文化,客观上需要员工在人际方面的能力与之匹配,社会资本积累就成为这一要求的直接体现。
(2)本研究结合大型商业银行特点,构建了员工职业成长在组织职业生涯管理与离职倾向之间的中介作用模型。此前关于组织职业生涯管理和离职倾向影响机理的研究数量极少,仅发现一篇以工作不安全感作为中介变量展开了研究,而针对大型商业银行组织职业生涯管理的研究,基本上以定性研究方式展开,使得组织职业生涯管理对离职倾向的影响机理模糊不清,这一影响过程的“黑匣子”尚未打开。本研究基于认知行为理论,以职业成长为中介变量研究组织职业生涯管理对离职倾向的作用过程,阐明了无边界职业生涯背景下职业成长在职业生涯管理中的关键作用,揭示了大型商业银行组织职业生涯管理对员工离职倾向的影响机理和具体作用过程,丰富了职业生涯理论和离职理论的研究,为不同情景下员工离职倾向的作用机理研究提供理论基础。
(3)本研究发现了大型商业银行员工主动性人格在组织职业生涯管理与职业成长关系中的调节作用,并验证了员工主动性人格能够增强组织职业生涯管理对员工职业成长的影响关系。现有关于职业成长的研究,学者基本上把重点放在了结果变量的研究上,而对职业成长的前因变量的研究甚少,只是单纯地提出一些人口统计学因素、心理特征、工作特征、组织特征以及社会经济水平和就业机会等统计学或宏观层面的因素,并未展开影响职业成长作用机理和具体过程的实证研究。本研究把“环境”、“主体”、“行为”三元交叉决定论引入组织职业生涯管理对员工离职倾向的影响过程中,揭示了组织环境、员工主体以及员工行为之间的影响关系,验证了主动性人格在组织职业生涯管理对职业成长影响中的调节作用,进一步丰富了职业成长理论,为进一步开展银行业员工职业成长的作用机理研究提供理论基础。
(4)本研究开发了大型商业银行员工职业成长的测量量表,为进一步深入开展职业成长理论研究提供了实证基础。本研究通过与大型商业银行人力资源经理访谈、开放式问卷、教授专家访谈等方式进行了量表设计,通过预测试、小样本测试、大样本测试等方式对量表信度、效度进行验证,修订了大型商业银行员工职业成长的测量量表,特别是“社会资本积累”这一维度的题项,包括,“目前的工作促使我与单位领导和同事的联系频率增加”,“目前工作促使联系的单位领导和同事数量增加”,“目前工作促使我与外部单位人士联系的频率或数量增加”等三个题项,为进一步深入开展职业成长理论研究提供了实证基础。
The financial industry is an important industry in modern society. The main point of competition in China's banking industry is the competition of human resources. The banking employees increased to3.362million in2012. There are164thousands staff more than in2011. The demand for talent is growing steadily in the banking industry. In the background of boundaryless career, it is difficult for employees only to stay at one organization in their lifetime. In order to achieve their career goals, staff pay more and more attention to their own career growth to maintain their competitiveness in the job market. So, it is an important topic for Large Commercial Banks in China that how to retain and develop employees.
The first purpose of this paper is to define the dimensions of large commercial bank employees' career growth. On the basis of career growth, the study discusses the relationship among organizational career management, employee career growth, and turnover intention. And explore the effects of proactive personality. According to the final conclusions, the paper discusses human resource management practices and gives som suggestions.
The time to research on employees' turnover behavior has more than50years. However, the existing research concerns that turnover behaviors can be predicted by job satisfaction and organizational commitment. But the variance explained are often less than16%. It means the more studies need to research from another perspective, In this paper, on the background of boundaryless career and basis on the cognitive behavioral theory of the "Stimulus-Cognitive-Response" model, the paper focuses on the relationship among employees'career growth, organizational career management, and turnover intention in the Large Commercial Banks. The mail goals are to study employees' behaviors to try to answer the following points, such as the relationship between Large Commercial Bank employees' turnover intention and organizational career management; the dimensions of career growth; the intermediary role to career growth between organizational career management and turnover intention; the role to proactive personality, and the role to employees'external opportunities perceived, etc.
In this study, literature study, depth interviews, questionnaires and other theoretical research and empirical testing are used. Before constructing the research model, this paper studied variables, dimensions, measurements and related variables relations through literature to explore possible link between the variables. The paper determined a new dimension in the Large Commercial Banks employees'career growth model. The study collected312valid questionnaires, and test main effects between variables, intermediary effect and moderating effect through SPSS and AMOS software.
The main value in this study includes:firstly, from the point of organizational career management to further enrich the theory of turnover; secondly, From the perspective of large commercial bank employees perceive to explore the structure of employee career growth dimension and specific meaning; thirdly, From the perspective of career growth to expand organizational career management and employee turnover intention mechanism, further clear the intermediary effect of career growth between the organization of career management and employee turnover intention. In practice, the value of this study is not only focusing on more than50%employees'career development in China's banking, but also answer how to retain talents employees in the Large Commercial Bank.
The conclusions of this study are, firstly, large commercial bank employees career growth includes four dimensions, namely career goal progress, professional capacity building, career reward growth, social capital accumulation. Secondly, the large commercial banks Organizational Career Management has significant negative effect on employee turnover intention. Thirdly, the large commercial banking organization career management has a significant positive effect on employee career growth. Fourthly, career growth in the organization plays a significant intermediary role between organization career management and employees turnover intention. Finally, proactive personality and organizational career management have a significant interaction to career growth, and the perception of external opportunities has regulatory role between career growth and turnover intention.
The main innovation of this paper include the following aspects:First, this study develops employees career growth structural dimensions in Large Commercial Bank.. There are four dimensions, namely career goal progress, professional capacity building, career reward growth, social capital accumulation. Second, this study further enriches the turnover theory to construct large commercial bank from a theoretical perspective of career management. The study construct the intermediary model between organizational career management and turnover intention, and test the intermediary effect of career growth. Finally, the study verified the interaction effects on the proactive personality and organizational career management to career growth.
为此,本文将研究的主要问题分解为三个：第一,根据无边界职业生涯理论相关研究成果与大型商业银行员工特点,探讨职业成长的结构维度；第二,研究大型商业银行员工职业成长在员工感知角度的组织职业生涯管理与离职倾向之间的中介作用。根据认知行为理论“刺激—认知—反应”模型,探讨员工感知角度的组织职业生涯管理通过职业成长对自身行为倾向的作用机制；第三,以社会认知理论为基础,研究主动性人格是否调节员工感知层面的组织职业生涯管理与职业成长之间的关系。
本研究在研究方法上首先从文献研究法入手,系统梳理本研究的理论基础,以及各研究变量的内涵、维度、测量及相关变量关系等,厘清各变量的研究脉络,形成综述,为变量之间可能存在的联系寻找理论依据；其次,根据需要,结合大型商业银行组织职业生涯管理实际开展深度访谈法,包括个别访谈、焦点小组访谈、开放式问卷等,对大型商业银行员工职业成长的结构维度进行了深入讨论,并运用探索性因子分析和验证性因子分析检验确定了大型商业银行员工职业成长的新维度,并为职业成长新维度开发了测量量表；并在正式调查中运用问卷调查法等展开理论研究和实证检验,通过问卷调查法,共收集有效问卷312份,运用结构方程模型软件(AMOS)、社会统计分析软件(SPSS)对正式问卷的信效度展开验证,对大型商业银行组织职业生涯管理、员工职业成长与离职倾向这一主要影响关系进行验证,并对主动性人格的调节作用进行了检验。
本文结论包括以下五个方面,第一,大型商业银行员工职业成长包含四个维度,即职业目标进展、职业能力提升、职业报酬增长、社会资本积累。本研究结合职涯资本理论对职业成长维度进行了拓展,提出了社会资本积累这一新维度。通过SPSS18统计软件对正式问卷的一半(156份)进行探索性因子分析,选择特征根大于1的主成分分析法,最大方差法进行旋转,得到大型商业银行员工职业成长的四因子结构,累计方差解释率达到73.323%,各因子组合信度值均在0.825以上,平均方差抽取量(AVE)均在0.865以上运用结构方程模型软件(AMOS)对问卷另一半进行验证性因子分析,通过对比单维、四维、五维结构,得出四维结构模型拟合数据最优的结论,与探索性因子分析结论一致。
第二,大型商业银行组织职业生涯管理对离职倾向有显著的负向作用,首先,建立公平的晋升机制,能够让员工清晰地看到自身职业发展的路径和实现职业目标的可能性,对自身职业发展充满希望,引导员工通过自身努力实现职业梦想；其次,大型商业银行通过组织发展目标、职位信息等方式,帮助员工设立个人职业目标,明确员工的努力方向,促进员工不断提高自身能力,有效促进组织目标与个人职业目标的协调统一,从而降低离职倾向；最后,大型商业银行通过各种渠道帮助员工实现职业自我认知,能够让员工更加明确职业目标,明确职业兴趣、设定更加清晰的职业目标,让自身工作努力与职业性向更加一致。
第三,大型商业银行组织职业生涯管理对职业成长有显著的正向影响,组织职业管理水平高的大型商业银行,能够为员工提供公平的晋升机制,更加注重员工培训,更加注重对员工的职业自我认知,越有利于员工通过公平的晋升实现职业目标,也有利于员工通过不断努力实现职业能力提升,员工在职位的升迁以及报酬的增长上越容易得到体现,员工在公平的晋升机制下,更有利于建立良好的同事关系、领导关系和外部客户关系等社会资本积累,从而更有利于员工实现职业成长。
第四,员工职业成长在组织职业生涯管理与离职倾向之间起着显著的中介作用。大型商业银行员工的离职倾向,是员工作为一个决策主体所产生的行为倾向,这种行为倾向显然需要经过员工自己作为职业决策主体的判断和思考,而进行判断思考并作出决策的依据是组织职业生涯管理对自身能够获得的利益大小,职业成长正是从职业目标进展、职业能力提升、职业报酬增长、社会资本积累等方面体现出员工所获得的利益,组织职业生涯管理的利益是通过员工自身的职业成长感知来体现的,员工感知到的组织职业生涯管理对员工离职倾向的影响是通过员工职业成长的速度来中介的。
第五,主动性人格在组织职业生涯管理与职业成长关系中有显著的调节作用。大型商业银行组织职业生涯管理作为一种外在的环境因素,在对员工行为倾向产生影响的过程中,要受到员工自身的认知状态影响,而员工主动性人格是影响认知外在信息的基础,大型商业银行的组织职业生涯管理行为与员工自身的主动性人格共同影响员工职业成长的速度与过程。
本研究的主要意义在于,理论上,(1)从大型商业银行员工感知角度,探讨员工职业成长的结构维度和具体内涵,丰富了职业成长理论的内容；(2)分别从组织、个体两个视角探究职业成长的前因变量,使得职业成长的前因变量、结果变量更加清晰,拓宽了职业成长的研究视角；(3)厘清了组织职业生涯管理与员工离职倾向之间的影响关系,验证了职业成长在组织职业生涯管理与员工离职倾向之间的中介作用,这让组织职业生涯管理与离职倾向之间的影响关系以及作用机制更加清晰,为大型商业银行未来开展组织职业生涯管理工作提供了理论基础；实践中,结合大型商业银行员工职业生涯发展特点,从职业生涯管理的角度开展银行业(尤其是大型商业银行)员工的离职研究,不仅关系着我国银行业员工职业发展问题,更关系着大型商业银行如何留住骨干和优秀人才,无论对大型商业银行,还是对员工个体,都具有越来越迫切、越来越重要的现实意义。本研究从组织与员工职业生涯管理的角度进一步丰富离职理论,进一步揭示大型商业银行组织职业生涯管理对员工离职倾向的影响机理和具体作用过程与机制,为大型商业银行进一步完善和提高职业生涯管理水平提供指导。
本文的主要创新点是：
(1)本研究针对大型商业银行员工职业成长展开了更深的挖掘和研究,拓展了大型商业银行员工职业成长的结构维度,即职业目标进展、职业能力提升、职业报酬增长、社会资本积累。其中职业报酬增长和社会资本积累是本研究发现的适合大型商业银行员工职业成长的新的维度,这在一定程度上丰富了职业成长理论的研究内容。这是因为与其他行业相比,大型商业银行管理体制的行政化倾向使得员工的职业成长更多地通过职位晋升来体现,收入的增长与晋升速度之间关系密切,二者在大型商业银行中的关联度更高。同时,大型商业银行员工职业成长不仅体现在个人完成岗位工作所需要的知识技能上的提升,还体现在人际能力上的提升,社会资本的数量与质量是员工职业生涯中人际能力的直接体现。大型商业银行特有的管理体制和文化,客观上需要员工在人际方面的能力与之匹配,社会资本积累就成为这一要求的直接体现。
(2)本研究结合大型商业银行特点,构建了员工职业成长在组织职业生涯管理与离职倾向之间的中介作用模型。此前关于组织职业生涯管理和离职倾向影响机理的研究数量极少,仅发现一篇以工作不安全感作为中介变量展开了研究,而针对大型商业银行组织职业生涯管理的研究,基本上以定性研究方式展开,使得组织职业生涯管理对离职倾向的影响机理模糊不清,这一影响过程的“黑匣子”尚未打开。本研究基于认知行为理论,以职业成长为中介变量研究组织职业生涯管理对离职倾向的作用过程,阐明了无边界职业生涯背景下职业成长在职业生涯管理中的关键作用,揭示了大型商业银行组织职业生涯管理对员工离职倾向的影响机理和具体作用过程,丰富了职业生涯理论和离职理论的研究,为不同情景下员工离职倾向的作用机理研究提供理论基础。
(3)本研究发现了大型商业银行员工主动性人格在组织职业生涯管理与职业成长关系中的调节作用,并验证了员工主动性人格能够增强组织职业生涯管理对员工职业成长的影响关系。现有关于职业成长的研究,学者基本上把重点放在了结果变量的研究上,而对职业成长的前因变量的研究甚少,只是单纯地提出一些人口统计学因素、心理特征、工作特征、组织特征以及社会经济水平和就业机会等统计学或宏观层面的因素,并未展开影响职业成长作用机理和具体过程的实证研究。本研究把“环境”、“主体”、“行为”三元交叉决定论引入组织职业生涯管理对员工离职倾向的影响过程中,揭示了组织环境、员工主体以及员工行为之间的影响关系,验证了主动性人格在组织职业生涯管理对职业成长影响中的调节作用,进一步丰富了职业成长理论,为进一步开展银行业员工职业成长的作用机理研究提供理论基础。
(4)本研究开发了大型商业银行员工职业成长的测量量表,为进一步深入开展职业成长理论研究提供了实证基础。本研究通过与大型商业银行人力资源经理访谈、开放式问卷、教授专家访谈等方式进行了量表设计,通过预测试、小样本测试、大样本测试等方式对量表信度、效度进行验证,修订了大型商业银行员工职业成长的测量量表,特别是“社会资本积累”这一维度的题项,包括,“目前的工作促使我与单位领导和同事的联系频率增加”,“目前工作促使联系的单位领导和同事数量增加”,“目前工作促使我与外部单位人士联系的频率或数量增加”等三个题项,为进一步深入开展职业成长理论研究提供了实证基础。
The financial industry is an important industry in modern society. The main point of competition in China's banking industry is the competition of human resources. The banking employees increased to3.362million in2012. There are164thousands staff more than in2011. The demand for talent is growing steadily in the banking industry. In the background of boundaryless career, it is difficult for employees only to stay at one organization in their lifetime. In order to achieve their career goals, staff pay more and more attention to their own career growth to maintain their competitiveness in the job market. So, it is an important topic for Large Commercial Banks in China that how to retain and develop employees.
The first purpose of this paper is to define the dimensions of large commercial bank employees' career growth. On the basis of career growth, the study discusses the relationship among organizational career management, employee career growth, and turnover intention. And explore the effects of proactive personality. According to the final conclusions, the paper discusses human resource management practices and gives som suggestions.
The time to research on employees' turnover behavior has more than50years. However, the existing research concerns that turnover behaviors can be predicted by job satisfaction and organizational commitment. But the variance explained are often less than16%. It means the more studies need to research from another perspective, In this paper, on the background of boundaryless career and basis on the cognitive behavioral theory of the "Stimulus-Cognitive-Response" model, the paper focuses on the relationship among employees'career growth, organizational career management, and turnover intention in the Large Commercial Banks. The mail goals are to study employees' behaviors to try to answer the following points, such as the relationship between Large Commercial Bank employees' turnover intention and organizational career management; the dimensions of career growth; the intermediary role to career growth between organizational career management and turnover intention; the role to proactive personality, and the role to employees'external opportunities perceived, etc.
In this study, literature study, depth interviews, questionnaires and other theoretical research and empirical testing are used. Before constructing the research model, this paper studied variables, dimensions, measurements and related variables relations through literature to explore possible link between the variables. The paper determined a new dimension in the Large Commercial Banks employees'career growth model. The study collected312valid questionnaires, and test main effects between variables, intermediary effect and moderating effect through SPSS and AMOS software.
The main value in this study includes:firstly, from the point of organizational career management to further enrich the theory of turnover; secondly, From the perspective of large commercial bank employees perceive to explore the structure of employee career growth dimension and specific meaning; thirdly, From the perspective of career growth to expand organizational career management and employee turnover intention mechanism, further clear the intermediary effect of career growth between the organization of career management and employee turnover intention. In practice, the value of this study is not only focusing on more than50%employees'career development in China's banking, but also answer how to retain talents employees in the Large Commercial Bank.
The conclusions of this study are, firstly, large commercial bank employees career growth includes four dimensions, namely career goal progress, professional capacity building, career reward growth, social capital accumulation. Secondly, the large commercial banks Organizational Career Management has significant negative effect on employee turnover intention. Thirdly, the large commercial banking organization career management has a significant positive effect on employee career growth. Fourthly, career growth in the organization plays a significant intermediary role between organization career management and employees turnover intention. Finally, proactive personality and organizational career management have a significant interaction to career growth, and the perception of external opportunities has regulatory role between career growth and turnover intention.
The main innovation of this paper include the following aspects:First, this study develops employees career growth structural dimensions in Large Commercial Bank.. There are four dimensions, namely career goal progress, professional capacity building, career reward growth, social capital accumulation. Second, this study further enriches the turnover theory to construct large commercial bank from a theoretical perspective of career management. The study construct the intermediary model between organizational career management and turnover intention, and test the intermediary effect of career growth. Finally, the study verified the interaction effects on the proactive personality and organizational career management to career growth.
引文
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