Affiliations:
1Faculty of Economy and Management, Universiti Kebangsaan Malaysia, Bangi, Selangor, Malaysia
2School of Computer Science and Technology, Yibin University, Yibin, Sichuan, China
3Graduate School of Business, Universiti Kebangsaan Malaysia, Bangi, Selangor, Malaysia
Organizational career growth involves both employees’ efforts to achieve career goals and improve their skills, as well as the organization’s support through promotions and salary increases. While career growth is linked to job satisfaction and commitment, the factors that shape it are not fully understood. This study explores how performance pressure influences organizational career growth, focusing on the mediating role of work engagement and the moderating role of promotion focus. Using survey data from 353 salespersons in China, the results show that performance pressure can promote career growth by increasing work engagement. However, this positive effect becomes weaker for individuals with a strong promotion focus. Promotion focus moderates both the direct link between performance pressure and work engagement and its indirect effect on career growth. Drawing on Conservation of Resources (COR) theory and Regulatory Focus Theory, the study demonstrates the dual impact of performance pressure and emphasizes the need to align performance expectations with employees’ motivational tendencies. The findings provide practical guidance for managing performance demands while supporting career development, especially in high-pressure fields like sales.
Career growth, Performance pressure, Work engagement, Promotion focus, Regulatory focus
https://doi.org/10.21833/ijaas.2025.11.020
Wen, L., Hasan, N. A., Makhbul, Z. K. M., & Johar, E. R. (2025). Exploring the impact of performance pressure on organizational career growth. International Journal of Advanced and Applied Sciences, 12(11), 210–223. https://doi.org/10.21833/ijaas.2025.11.020