The Role of Career Growth in Chinese New Employee’s Turnover Process

This study addresses the role of career growth in the turnover process among Chinese new employees. Based on reviews of the background of Chinese new employee combined with the Theory of Work Adjustment, we focus on career growth, person–organization fit (P-O fit), and job satisfaction as potential predictors. We examined career growth’s mediating effect between P-O fit and job satisfaction and its role in predicting turnover intention. Questionnaires were sent out through e-mail to Chinese new employees graduated within the past 3 years. Results of 323 valid cases showed that (1) career growth was positively correlated to job satisfaction and negatively correlated to turnover intention, (2) job satisfaction fully mediated career growth’s effect on turnover intention, (3) P-O fit positively predicted career growth, (4) career growth fully mediated P-O fit’s effect on job satisfaction, (5) P-O fit, career growth, and job satisfaction jointly explained 40% of the turnover intention’s total variance. Implications for individuals and organizations are discussed.