Against the backdrop of digital transformation, practitioners' career motivation and retention intentions are influenced by multiple factors. this research systematically examines the current state, influencing factors, and operational mechanisms of career development motivation among Early Childhood practitioners in nine prefectures of Guizhou Province, China. Combining quantitative analysis (N = 432) with qualitative interviews (N = 30), it specifically focuses on the mediating role of career development motivation in retention strategy management. The research constructs and tests a strategic management model integrating career development motivation with the Job Demands-Resources (JD-R Model). Results indicate significant variations in career development motivation among Early Childhood practitioners, with digital technology emerging as a key differentiating factor. Based on empirical findings, this research constructs a theoretical model applicable to the digital era. This model encompasses four synergistically driven dimensions—Work-Life Balance (WLB), Technology Adoption (TA), Work Environment (WE), and Remuneration (R)—to explain that effective retention strategies in the digital age should shift from single-resource support toward integrated mechanisms coordinating material foundations, motivational factors, and psychological drivers.