Career Development and Job Stability Among Employees of Small and Medium-Sized Enterprises in Yangjiang City, China

This study examined the relationship between career development and job stability among employees of small and medium-sized enterprises (SMEs) in Yangjiang City, Guangdong Province, China. Specifically, it assessed employees' perceptions of career development opportunities and investment in training and skill development and determined their influence on job stability. A descriptive-correlational research design was employed using data collected from 770 SME employees selected through stratified random sampling. Data were analyzed using descriptive statistics, Pearson correlation analysis, and multiple regression analysis. Results indicated that career development opportunities and investment in training and skill development were positively associated with employee job stability. Employees who perceived greater opportunities for professional growth, promotion, and competency development demonstrated stronger intentions to remain with their organizations and exhibited higher levels of employment continuity. The findings support Human Capital Theory and Social Exchange Theory, suggesting that organizational investment in employee development contributes significantly to workforce retention. The study concludes that career development serves as a critical mechanism for enhancing job stability within SMEs. It recommends that SME managers establish structured career pathways, strengthen employee development programs, and invest in continuous learning initiatives to improve retention and organizational sustainability.

career development, job stability, employee retention, human capital, SMEs, China

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