Effect of Employee Career Growth on Task Performance: Mediating Role of Organizational Identification and Moderating Role of Self-efficacy

The aim of this study is to verify the impact of Employee Career Growth on task performance. This paper also analyze the mediating effect of organizational identification and the moderating effect of self-efficacy. Based on theoretical research, this study proposes 3 key research hypotheses and established a research model. Employee career growth is positively related to task performance, organizational identification as the mediating variable and self-efficacy as the moderating variable effect employee career growth and task performance. This research provides a new way of thinking about how to improve employees’ task performance and how to promote the working efficiency of the company from the perspective of employee career growth. Companies should instruct employees to appropriately integrate personal career growth goals with corporate development goals. In terms of measures on maintaining employees’ degree of recognition, companies should not only ensure material rewards, but also do well in providing non-material guarantees and incentives, so as to enhance the organizational identification and working initiative of employees, and improve the efficiency of the company.