Relevant bibliographies by topics / Career plateau

Academic literature on the topic 'Career plateau'

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Published: 4 June 2021
Last updated: 2 February 2022

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Journal articles on the topic "Career plateau"

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Lin, Yi-chun, Angela Shin-yih Chen, and Yu-ting Lai. "Breach or bridge your career? Understanding the relationship between career plateau and internal employability." Personnel Review 47, no. 5 (August 6, 2018): 986–1002. http://dx.doi.org/10.1108/pr-04-2017-0101.

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Purpose The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability. Design/methodology/approach Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach. Practical implications These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them. Originality/value Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.
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Meta, Mehmed, and Dženis Bajramović. "Career Plateau." Socioeconomica 3, no. 5 (July 5, 2014): 129–44. http://dx.doi.org/10.12803/sjseco.358814.

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Trivedi, Bhumi Mahesh, and Biju Varkkey. "Managing career plateau: case of Aster Retail, UAE." Strategic HR Review 19, no. 5 (December 16, 2020): 243–48. http://dx.doi.org/10.1108/shr-10-2020-188.

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Purpose The purpose of this paper is to discuss how Aster Retail (AR), UAE, handled career plateau challenge by adopting multiple strategies and earning employee commitment and motivation for business growth. Design/methodology/approach The organization addressed two types of plateaus – structural and content by creating both vertical and lateral opportunities/options for employees, and supporting them with resources to build required capabilities, and managing their career aspirations. The strategies also helped AR to remain true to the organization’s philosophy, “We will treat you well.” Findings The study enunciates how HR initiatives can add value by converting the negative phenomenon of plateau, into an opportunity for employees to grow. Originality/value The study has three contributions: How in a retail organization with strong promoter principles and values, both structural and content plateau are addressed, and linked with business strategies? The study sheds light on how organizational and HR support for career management addresses employee plateau, particularly for solid citizens. makes the employees feel “not plateaued” at all; and in the long run, why and how HR managers should focus more on proactively addressing content plateau than structural plateau.
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Lee, Patrick C. B. "Career plateau and professional plateau." ACM SIGCPR Computer Personnel 20, no. 4 (December 1999): 25–38. http://dx.doi.org/10.1145/571475.571478.

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Shabeer, Sobia, Shawn J. Mohammed, I. M. “Jim” Jawahar, and Ahmad Raza Bilal. "The Mediating Influence of Fit Perceptions in the Relationship Between Career Adaptability and Job Content and Hierarchical Plateaus." Journal of Career Development 46, no. 3 (March 13, 2018): 332–45. http://dx.doi.org/10.1177/0894845318763960.

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Very little research has examined how career constructs are related to career plateaus. Given the dysfunctional consequences of plateauing, it is important to understand how career constructs, such as career adaptability, influence plateauing. Drawing on career construction theory and the theory of work adjustment, we propose that fit perceptions will mediate the career adaptability and plateauing relationship. Using data collected from 294 banking employees from the Punjab Province of Pakistan, we used the PROCESS macro to test for mediation. Results indicate that career adaptability reduces the likelihood of experiencing job content and hierarchical plateaus. Perceptions of fit related negatively to perceptions of plateauing, with one exception—demands–ability fit perceptions were unrelated to hierarchical plateaus. Mediation analysis indicated that needs–supply fit perceptions mediate the influence of career adaptability on both job content and hierarchical plateaus, whereas demands–ability fit perceptions mediate the influence of career adaptability on job content plateau but not hierarchical plateau. Implications of results for theory and practice are discussed.
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Chang Boon Lee, Patrick. "Going beyond career plateau." Journal of Management Development 22, no. 6 (August 2003): 538–51. http://dx.doi.org/10.1108/02621710310478503.

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Shakila Devi, A. R., and S. Rabiyathul Basariya. "Strategical Career Planning to Combat Career Plateau." Indian Journal of Public Health Research & Development 10, no. 12 (December 1, 2019): 278. http://dx.doi.org/10.37506/v10/i12/2019/ijphrd/191958.

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Lin, Yi-chun, and Angela Shin-yih Chen. "Career Crisis or Career Transition? Career plateau and Perceived Employability." Academy of Management Proceedings 2017, no. 1 (August 2017): 14978. http://dx.doi.org/10.5465/ambpp.2017.14978abstract.

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Djamilah, Siti, Dijah Julindrastuti, and Djojo Diharjo. "ANTESEDEN DAN KONSEKUENSI KARIR PLATEAU." Jurnal Riset Ekonomi dan Manajemen 15, no. 1 (August 7, 2015): 42. http://dx.doi.org/10.17970/jrem.15.150104.id.

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ABSTRACTThis study examined the antecedents and consequence of career plateau. Antecedents of career plateau are job tenure, age, job involvement and supervisor’s support. The consequence of career plateau is organizational commitment. Organizational commitment has three dimensions, namely affective organizational commitment, continuance organizational commitment and normative organizational commitment. This study examined the employees of the company/institution in Surabaya, Sidoarjo, Gresik and Mojokerto. The questionnaire was distributed to 110 respondents. Respondents who return the questionnaire were 107 respondents. The next step, the researchers tested the validity and reliability of the variables consisting of affective organizational commitment, continuance organizational commitment, normative organizational commitment, career plateau, job involvement and supervisor’s support. All the variables have good reliability and validity. Structural equation modeling (SEM) was used to examine the antecedents and consequence of career plateau. The results of SEM using Amos shows that the effect of job involvement and supervisor’s support on career plateau accepted. In addition, the influence of career plateau on organizational commitment are also accepted. Unfortunately, the effects of job tenure and age on the career plateau rejected. ABSTRAKSIPenelitian ini menguji hubungan anteseden serta konsekuensi dan karir plateau. Anteseden dari karir plateau terdiri dari lama bekerja, umur, keterlibatan dalam bekerja serta dukungan penyelia. Konsekuensi dari karir plateau adalah komitmen organisasi. Komitmen organisasi ini memiliki tiga dimensi, yaitu komitmen organisasi afektif, komitmen organisasi kontinyu, serta komitmen organisasi normatif. Penelitian ini menggunakan karyawan di Surabaya, Sidoarjo, serta Mojokerto sebagai sampel penelitian. Kuisioner disampaikan kepada 110 responden dan yang kembali serta terisi sebanyak 107 kuisioner. Langkah selanjutnya peneliti melakukan uji validitas dan reliabilitas atas variabel-variabel. Hasilnya adalah semua variabel valid dan reliabel. Uji statistik menggunakan structural equation modeling (SEM). Hasil uji ini menunjukkan bahwa keterlibatan dalam bekerja serta dukungan atasan mempengaruhi karie plateau. Selanjutnya karir plateau berpengaruh terhadap komitmen organisasi. Namun lama masa kerja serta umur tidak berpengaruh terhadap karir plateau
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Conner, Deondra. "The effects of career plateaued workers on in-group members’ perceptions of P-O fit." Employee Relations 36, no. 2 (December 20, 2013): 198–212. http://dx.doi.org/10.1108/er-01-2013-0001.

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Purpose – The purpose of this paper is to examine the effects on in-group members of an influential worker's response to being in a state of career plateau. Design/methodology/approach – Using the concepts of the career plateau, person-organization fit, and organizational climate, a set of propositions is presented and discussed relative to the influential worker's response. A model is presented to illustrate the effects and the components involved. Findings – An influential career plateaued worker can affect the in-group he or she is associated with. An ineffectively plateaued worker is not only low in productivity, but also resorts to such negative behavior as absenteeism, withdrawal, and frequent job changes. When noticed by other in-group members, such behavior can affect their attitudes and behaviors. Practical implications – The organizational socialization process can counter the effects of the otherwise influential ineffectively career plateaued person's response. This is possible if the socialization process is strong enough to overcome (or complement) certain personal characteristics of the in-group members and their association with the career plateaued person by creating an environment where career progress, performance expectations, and role expectations are clear. Originality/value – The paper develops an original model based on a set of theory-based propositions that is of value to both academicians and practitioners.
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Dissertations / Theses on the topic "Career plateau"

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Horan, Mary Jo. "The career plateau among professional/technical specialists in the federal government." Diss., Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/53532.

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The purpose of this study was to examine the phenomenon of career plateauing from the point of view of professional/technical specialists employed by the federal government. Answers were sought to the following questions: What effect, if any, does plateauing have on those experiencing it? Does plateauing grow in importance and effect over time? What can be done to alleviate any adverse effects of plateauing? A qualitative, descriptive survey was conducted wherein thirty-five scientists and engineers participated in in-depth interviews relating to their jobs and careers. The data gathered was coded and displayed so that comparisons could be made across the five groups which comprised the sample. The groups were (a) younger, shorter plateaued, (b) older, shorter plateaued, (c) younger, longer plateaued, (d) older, longer plateaued, and (e) non-plateaued. It was found that the younger, shorter plateaued subjects who were in the early stages of their careers did not experience negative reactions to plateauing. It did become problematic in mid career for some respondents but not for others. The career anchor (a concept developed by Edgar Schein) of the subject was the determining factor as to whether or not plateauing was troublesome. Those respondents anchored in technical/functional competence were either slightly or not at all concerned with their plateaued status. Those anchored in managerial competence were greatly concerned. By late career, the negative reactions to plateauing had abated for the managerially anchored and had disappeared for those anchored in technical/functional competence. Suggestions made by the respondents to mitigate any negative effects to plateauing were presented.
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McCarthy, Patrick Bernard, and n/a. "The boundaryless career is there a disparity between theory, practice and worker desire in relation to older workers?" Swinburne University of Technology, 2007. http://adt.lib.swin.edu.au./public/adt-VSWT20070621.132034.

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This thesis examines the capacity and desire of older workers to provide discretionary effort and skilled contributions in what some researchers consider to be the predominant form of new career, the 'boundaryless career'. Features of the 'boundaryless career' include multiple employers, and the demise of the organisational loyalty that was embodied within the image of the 'company man'. The research is justified by the fall in Australia's fertility rates and the simultaneous ageing of Australia's population. In combination, these are predicted to produce significant shortfalls in skilled labour, which experts believe will require organisations to better manage and utilise its older workers. The case study and pattern matching methodology involved interviews with forty volunteer older workers who worked in the headquarters of Australia Post, which enjoys a formidable local and international reputation. 'Career plateau' was a term used by many to describe their perception of their current career position and prospects. Their descriptions of their work situation and their ambitions, at work and in retirement, were analysed for patterns which were then compared with literature on career plateaus, motivation and job design, and the 'boundaryless career'. This analysis was overlaid onto a foundation of contemporary management practice with regard to older workers, current business environments and issues, and views on the skill sets needed for the future. This foundation emerged from a review of academic literature, business and government reports and from an ongoing review of the Australian Financial Review over the six years of the study. Contributions to theory and practice are claimed in the parent theories of career plateau, and older worker motivation; together with the focus theory of boundaryless careers. Although there are legitimate organisational constraints on optimising the older worker contribution, older workers do not contribute to capacity, and organisations do little to optimise their contribution. Joint organisational and individual worker attention to skills maintenance and career management over an entire working life will likely be 'boundaryless' for both organisations and the older workforce.
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Sutton, Martha J. "Organizational Citizenship Behavior: A Career Development Strategy." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001133.

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Lentz, Elizabeth. "The link between the career plateau and mentoring addressing the empirical gap /." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000307.

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Yang, Wei-Ning. "'That's not what I signed up for!' : a longitudinal investigation of the impact of unmet expectation in the relation between career plateau and job outcomes." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/thats-not-what-i-signed-up-for-a-longitudinal-investigation-of-the-impact-of-unmet-expectation-in-the-relation-between-career-plateau-and-job-outcomes(b2561081-5a96-4665-9678-323a505aa8c8).html.

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The changing working environment and ageing workforce suggest that many workers will inevitably reach a career plateau, a stage where people regard future promotions as unlikely, or no longer feel challenged at work. Experiencing career plateau is found to be associated with negative job attitudes and performance in the workplace. However, existing studies have been mainly cross-sectional in design and few of them investigate the mechanisms and the conditions that influence the negative relationship. This study follows a quantitative longitudinal research design to further enhance the understanding of the relationships between career plateau and job outcomes. The job outcomes in this research include work attitudes such as job satisfaction, organisational commitment, turnover intentions and three aspects of job performance. Specifically, the three research aims of this thesis are: (1) to understand the causal directions between career plateau and job outcomes, (2) to examine whether employees’ unmet expectations may explain these relations and (3) to investigate whether employees’ age may modify the mediation effects of career plateau on job outcomes via unmet expectations. Three waves of data were collected from working individuals in various industries over an eight-month period. The majority of the participants were working in the UK or in Taiwan. Results showed that unmet expectations partially explain the negative relationship between career plateau and job attitudes over time but not for job performance. Furthermore, age did not affect the strength of the mediation effect of career plateau on the job outcomes through unmet expectations. The significance of this research is three-fold. First, it provides a new explanation for the unfavourable work attitudes of plateaued individuals. The findings that career plateaued employees have lower job satisfaction, lower organisational commitment and higher turnover intentions can partly be explained by unfulfilled expectations in receiving promotions or challenging tasks. Second, the study signals the danger of career plateau at any age, as younger and older workers were found to be equally influenced by career plateau. Finally, this is the first study in the area that seeks to resolve the debate over the directional relationship between career plateau and job outcomes. The implications in theory and in practice, limitations and suggestions for future research directions are discussed.
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Perotto, François. "Les déterminants de la performance du vendeur en situation de plateau de carrière." Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020016/document.

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Les déterminants de la performance du vendeur ont fait l’objet d’un vaste courant de recherche dont il ressort que les variables personnelles sont les plus explicatives de la variation de la performance. Parallèlement, la recherche sur le plateau de carrière du vendeur qui est encore peu développée, propose des actions visant à éviter le plateau.Cette recherche propose un modèle structurel de déterminants de la performance du vendeur fondés sur certains traits de personnalité : l’esprit de compétition, la rigueur, l’estime de soi et l’efficacité personnelle et analyse les relations entre ces traits entre eux et entre l’effort et la performance. Cette recherche précise également la modération du plateau de carrière sur certaines variables du modèle.Il ressort de cette recherche la validation d’un modèle conceptuel de déterminants de la performance du vendeur fondé sur les traits de personnalité et, de la modération positive et faible du plateau de carrière sur les liens entre l’esprit de compétition, la rigueur et l’effort et,la performance, qui forment ces traits de personnalité.Cette étude met en lumière le rôle d’une triade composée de l’efficacité personnelle, de l’effort et de la rigueur comme variables explicatives de la performance des vendeurs performants. Une autre caractéristique des vendeurs performants concerne l’orientation deleurs efforts dirigés en efforts habiles, avec un haut niveau d’effort qui tend à devenir unenorme de travail pour les vendeurs performants expérimentés. Au contraire, les vendeursstandards ont une direction de leurs efforts moins habile.Une autre caractéristique des vendeurs performants concerne l’efficacité personnelle et leurcapacité à analyser leurs expériences d’abord passées puis présentes pour déterminer leurs expériences actives de maîtrise. Les vendeurs performants sont rigoureux et, tout en restant centré sur l’objectif à atteindre, savent analyser la situation et adapter les actions et les moyens à mettre en oeuvre pour l’atteindre. Enfin, l’esprit de compétition agit en catalyseur de cette triade efficacité personnelle-effort-rigueur. Pour les vendeurs performants de 45 ans et moins, l’effort et l’efficacité personnelle sont deux variables essentielles et le relais est pris ensuite, au-delà de 45 ans par la rigueur et l’esprit de compétition.Le plateau de carrière des vendeurs performants est un plateau accepté notamment parce qu’ils vivent un enrichissement du poste. Cet enrichissement du poste est la conséquence du stress dans le rôle et des expériences positives
The research on the performance determinants of the salesperson has been widely studied and it appears that the variation on performance is mostly due to personal variables.The research on the salesperson plateau is less studied and aims mainly at actions to avoid plateauing.This research proposes a structural model on the performance determinants of salesperson based on personality traits: competitiveness, conscientiousness, self-esteem and self-efficacy,and analyses the relationships between these traits among them, and between effort and performance. This research points out as well the weak moderating effect of the plateau on the variables of the model.A conceptual model on the performance determinants of the salesperson is validated and, theweak positive moderating effect of the plateau on the structural path between competitiveness,conscientiousness, effort and performance is confirmed.This study points out the role of a triad made of self-efficacy, effort and conscientiousness a sexplaining variables of the performance of performing salespeople. Another characteristic of aperforming salesperson regards their effort which is smart, and their high level of effort becomes normative for senior performing salespersons. To the contrary, average performing salespersons have a less smart effort and a more hard effort.Another characteristic of performing salespersons regards self-efficacy and their ability inanalyzing their experiences firstly past experiences, and then present experiences in order todetermine their enactive mastery. Performing salespersons are conscientious and whileremaining focused on the objective, they analyze the situation and adapt their actions and means to reach the objective. Competitiveness is a catalyzer of the triad self-efficacy-effort conscientiousness.For performing salespersons of age ≤ 45, effort and self-efficacy are the main drivers and then, after the age 45, conscientiousness and competitiveness become the main drivers.The career plateau of performing salespersons is accepted in particular because they experience job enrichment, and this job enrichment is a consequence of the role stress and positive experiences
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Galhena, Bandula Lanka. "Managerial career plateaue : determinants, consequences and coping strategies /." Agder : Department of Economics and Business Administration, Universitetet i Agder, 2008. http://brage.bibsys.no/hia/bitstream/URN:NBN:no-bibsys_brage_5932/1/master_okad_2008_galhena.pdf.

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Cable, Donald Alfred James. "The Psychological Contract: The Development and Validation of a Managerial Measure." The University of Waikato, 2008. http://hdl.handle.net/10289/2661.

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The research objective was to develop, through two phases involving development and validation, a measure of the psychological work contract for managerial level employees. The psychological contract is the unwritten implicit contract that forms in the minds of employees and contains the obligations and expectations that they believe exists between themselves and the organization. In the first and qualitative phase of the study, a structured interview procedure resulted in the collection of 651 responses from a convenience sample of 35 managers from seven New Zealand organizations. Responses related to what these managers believed they were obligated to provide the organization (perceived organizational expectations), and what they believed the organization was obligated to provide them (their expectations). Content analysis of these 651 statements resulted in the development of two initial measures of the psychological contract (employee obligations, organization obligations). The employee obligations measure (perceived organizational expectations of the employee) contained 16 items, and the organization obligations measure (employee expectations of the organization) contained 23 items. In the second and quantitative phase of the study, and using the same criteria for participation as for phase one, a convenience sample of 124 managers from 13 New Zealand organizations completed questionnaires. The questionnaires included the measures of psychological contract content developed in phase one of the study, and 8 organizational psychology variables to be included in a nomological network. The nomological network included intention to quit, perceived organizational support, work and job involvement, job satisfaction, career plateau, organizational commitment, person-organization fit, and 2 performance measures. A separate questionnaire covering job performance and organizational citizenship behaviour was completed by 94 of the participants' managers. Of the 54 relationships predicted in the nomological network, 41 were significant. Of the 13 non-significant relationships, 10 involved relationships with the two performance measures. The measures of the psychological contract were subjected to a construct validation process involving two steps. The first step involved item and factor analysis. Factor analysis of the two measures of the psychological contract revealed two factors in each. One factor, termed relational obligations and reflecting a collective interest between the employee and the organization, included the items that were believed to influence more directly the relationship between managers and the organization. This factor included items such as be committed to the job (an employee obligation) and provide a physically and socially safe environment (an organizational obligation). The other factor, termed transactional obligations and reflecting a self/other interest on the part of the employee, included the items that were believed to be of a more direct employment transactions nature. This factor included items such as stay true to your own values and beliefs (an employee obligation) and provide professional and personal support (an organizational obligation). In the second step of the validation process, the measures of the psychological contract were embedded into the nomological network and their relationships with the ten variables in that network were tested. Of the ten hypothesised relationships, only one emerged as significant, that being the relationship between the organization obligations component of the psychological contract and person-organization fit. Minimal support for construct validity of the measures of the psychological contract was provided confirming that further effort will be required before complete construct validity may be claimed for the measured. Although the contribution the research makes to the field of knowledge may be limited, it does provide some validation of existing measures of the psychological contract, developed in other studies using different samples. The present findings increase our knowledge of the content of the psychological contract for managers. Additionally, a methodological framework has been established for continuing research into the content of psychological contracts, including an exploration of the relationship between content and fulfilment, along with a structure for comparing the psychological contract of disparate occupational groups. The most likely explanation for the hypotheses not being fully supported is that it is fulfilment (or conversely breach or violation) of the psychological contract, rather than the content of the contract per se, that is related to the variables in the nomological network. Whilst the hypotheses were based on research that considered fulfilment of the contract, this study focussed on the content of psychological contracts. The reasons for basing the hypotheses on research that considered fulfilment, the influence of this decision on hypothesis testing, and other possible explanations for the hypotheses not finding greater support, are explored. The limitations of the study, and possible directions for future research, are discussed.
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Millán, Gutiérrez María Loreto. "Efectos del fluoruro diamino de plata sobre la concentración de fluor en saliva, en preescolares con caries dentinarias de piezas posteriores." Tesis, Universidad de Chile, 2006. http://repositorio.uchile.cl/handle/2250/143748.

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Trabajo de Investigación Requisito para optar al Título de Cirujano Dentista
El objetivo del presente trabajo fue determinar, mediante un estudio doble ciego, el efecto que produce la aplicación tópica de fluoruro diamino de plata al 38%, sobre la concentración de flúor en saliva, de pacientes afectados por caries dentinarias, en piezas temporales posteriores. La muestra fue de treinta y uno preescolares, de 4 a 6 años, distribuidos equitativamente en: grupo experimental, tratado con solución de fluoruro diamino de plata (FDP) al 38% y grupo control, tratado con solución de nitrato de plata al 20%. Se tomaron muestras de saliva antes de la aplicación de las soluciones de FDP y placebo, a la hora, 6 y 24 hrs. después de su aplicación. Este procedimiento se realizó dos veces, con un intervalo de una semana. Mediante el método del ión selectivo, se determinó la concentración de flúor salival. Los resultados indicaron que los niveles de flúor obtenidos son estadísticamente significativos hasta las seis hrs. después de la aplicación tópica de FDP, Estas concentraciones regresan a los niveles basales dentro de las 6 y 24 hrs. después de su aplicación. Las mediciones de flúor en saliva obtenidas después de la segunda aplicación de FDP, no mejoran en relación a los resultados obtenidos con una dosis única. El grupo control mantuvo los niveles basales de flúor salival durante todos los períodos de medición. El tratamiento atraumático de la caries dental, mediante la aplicación de (FDP) evita maniobras altamente invasivas, permitiendo crear una conducta favorable para el tratamiento y control de la lesión en los pacientes odontopediátricos. La aplicación de esta técnica, resulta de gran utilidad en zonas rurales y suburbanas, donde el acceso a la atención odontológica es limitado. Se concluye que; la aplicación tópica de FDP, sobre las superficies oclusales cavitadas de piezas dentarias temporales posteriores, es un procedimiento simple, que permite mediante dosis únicas del producto, lograr los niveles de flúor en saliva necesarios para la remineralización del proceso carioso. Este método biológico de detención de la caries dentinaria, logra un mejor acercamiento de los pacientes infantiles a la atención odontológica.
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Hradcová, Petra. "Problematika kariérního plateau ve velké organizaci." Master's thesis, 2013. http://www.nusl.cz/ntk/nusl-324091.

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The theses investigates the problematics of career plateau in a big organization. In theoretical part conceptions of career, its phases and types, possibilities for development, succes criteria, career plateuing, its types, causes and effects are described, also possible ways to handle the career plateau are discussed, on one side from individual point of view on the other side from organizational point of view. Empirical part consists of organisation's description and a research concerning the perception of individual career development and career plateauing among employees of the organization. The research includes qualitative and quantitative approach and focuses on organisational and structural plateauing. Possible practical solutions in the field of human ressources management are given.
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Books on the topic "Career plateau"

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Farmer, Jane. Reaching beyond the plateau: Identifying special librarians' transferable skills through "learning pairs". [London]: British Library Research and Innovation Centre, 1997.

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Evans, David Tom. The mid-career plateau and its influence upon technical specialists employed by Thorn EMI Lighting Ltd. Leicester: Leicester Polytechnic, 1985.

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Career shock. New York: D.I. Fine, 1989.

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Cotham, James C. Career shock. Brentwood, TN: JM Productions, 1988.

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The career trap: Breaking through the 10-year barrier to get the job you really want. New York: AMACOM, American Management Association, 1995.

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Mauro, Lucia. Careers for fashion plates & other trendsetters. 2nd ed. Chicago, IL: VGM Career Books, 2003.

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Careers for fashion plates & other trendsetters. Lincolnwood, Ill., USA: VGM Career Horizons, 1996.

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Lombardo, Michael M. The dynamics of management derailment. Greensboro, N.C: Center for Creative Leadership, 1988.

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Mauro, Lucia. Careers for Fashion Plates & Other Trendsetters. New York: McGraw-Hill, 2008.

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Takahashi, Shunsuke. Iranai yatsu wa hitorimo inai: 45-sai de "fukumi sonshain" ni naranai tame no 10-kajō. Tōkyō: Shōdensha, 1997.

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Book chapters on the topic "Career plateau"

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Lefebvre, Cedric W., Jay P. Babich, James H. Grendell, James H. Grendell, John E. Heffner, Ronan Thibault, Claude Pichard, et al. "Plateau Pressure." In Encyclopedia of Intensive Care Medicine, 1746. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-00418-6_3246.

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da Costa, João Fontes, and Teresa Carla Oliveira. "Managing Careers: Anchored, Plateaued or Drifting?" In Organizational Management, 31–62. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137473080_3.

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Schatzker, J. "Fractures of the Tibial Plateau." In The Rationale of Operative Fracture Care, 279–95. Berlin, Heidelberg: Springer Berlin Heidelberg, 1987. http://dx.doi.org/10.1007/978-3-662-02483-6_16.

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Schatzker, J. "Fractures of the Tibial Plateau." In The Rationale of Operative Fracture Care, 419–38. Berlin, Heidelberg: Springer Berlin Heidelberg, 1996. http://dx.doi.org/10.1007/978-3-642-88443-6_19.

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Philip, James H. "Gas Man Simulates Correct Alveolar Plateaus and Quantifies Overpressure for Desired Alveolar Tension." In Computing and Monitoring in Anesthesia and Intensive Care, 73–77. Tokyo: Springer Japan, 1992. http://dx.doi.org/10.1007/978-4-431-68201-1_18.

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Kudrna, P., and M. Rožánek. "The Influence of an Orifice Plates as a Flow Sensors on the Removal of Carbon Dioxide in High Frequency Oscillatory and Jet Ventilation." In International Conference on Advancements of Medicine and Health Care through Technology; 12th - 15th October 2016, Cluj-Napoca, Romania, 137–40. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-52875-5_31.

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Boresli, Naser Salah. "Relations of Career Plateau and Supervisory Support on Career Satisfaction." In Impact of Economic Crisis on Education and the Next-Generation Workforce, 321–34. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9455-2.ch015.

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Abstract: Career plateau is one of the major concept that has been around any organization in last decades and also that was changing the handling with it in a recent years.in this study addresses the factors that affect the job satisfaction and job plateau for instance challenging environment create positive attitude and more efficient outcome. It is doubtful to say that the employee will feel better and good or in another way that they are satisfied in their careers without any developing in their position and any action from the management in such organization. Managements would make efforts to minimize the chances of career plateau from occurring by supporting their employees' career development within the organization. By doing so, career plateau chances can be reduced, which will positively affect career satisfaction. When employees have an ongoing development in their careers they tend to be more satisfied with their jobs than those who have reached a plateau in their careers.
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"My Career has Plateau, Now What?" In The Engineer's Career Guide, 107–9. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2010. http://dx.doi.org/10.1002/9780470530177.ch9.

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"Older worker career plateau: Issues and remedies." In Promotion of Work Ability towards Productive Aging, 137–42. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511-28.

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"Harriette Simpson Arnow." In Writing Appalachia, edited by Katherine Ledford and Theresa Lloyd, 266–78. University Press of Kentucky, 2020. http://dx.doi.org/10.5810/kentucky/9780813178790.003.0038.

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Born in Wayne County, Kentucky, on the western edge of the Cumberland Plateau, Harriette Simpson attended Berea College and the University of Louisville and taught school in rural Appalachian Pulaski County, Kentucky, until moving to Cincinnati in 1934 to pursue a writing career. There, she worked for the Federal Writers’ Project and met Harold Arnow, a journalist from Chicago. After their marriage in 1939, Harriette and Harold moved to a farm in eastern Kentucky, where they remained until 1944. They then moved to Detroit, living briefly in wartime housing before buying a farm near Ann Arbor, Michigan, which became their permanent home....
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Conference papers on the topic "Career plateau"

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Lee, Patrick Chang Boon. "Career strategies, job plateau, career plateau, and job satisfaction among information technology professionals." In the 1999 ACM SIGCPR conference. New York, New York, USA: ACM Press, 1999. http://dx.doi.org/10.1145/299513.299632.

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Xia, Mian, and Baoguo Xie. "Managing the Hierarchical Career Plateau in the Employee Development." In 2011 International Conference on Information Technology, Computer Engineering and Management Sciences (ICM). IEEE, 2011. http://dx.doi.org/10.1109/icm.2011.271.

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Kou, DongQuan. "A Study on Encoding Processing of Career Cases of Primary and Middle School Teachers with Career Plateau." In 2011 International Conference on Control, Automation and Systems Engineering (CASE). IEEE, 2011. http://dx.doi.org/10.1109/iccase.2011.5997711.

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Chen Zi Tong and Li Juan. "Research on the relationship among career plateau, organizational commitment and job performance." In 2011 International Conference on Management Science and Industrial Engineering (MSIE). IEEE, 2011. http://dx.doi.org/10.1109/msie.2011.5707546.

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Priyono, Bambang Suko, Tristiana Rijanti, Liliana Liliana, and Belinda Christiana Handayani. "The Influence of Empowerment and Quality of Work Life to Career Plateau with Work Satisfaction as Intervening Variable." In Proceedings of the International Conference on Banking, Accounting, Management, and Economics (ICOBAME 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icobame-18.2019.24.

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Kim, Yu-Mi, Kyung-Cheol Lee, and Mi-Sun Hong. "The Relationship among Career Plateau, Self-efficacy, Job Embeddedness and Turnover Intention of Nurses in Small and Medium Sized Hospitals." In Green and Smart Technology 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.120.127.

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Ernst, W. Gary. "HOW AMERICAN MINERALOGIST AND THE MSA INFLUENCED A CAREER IN MINERALOGY, PETROLOGY, AND EVEN PLATE PUSHING." In GSA Annual Meeting in Phoenix, Arizona, USA - 2019. Geological Society of America, 2019. http://dx.doi.org/10.1130/abs/2019am-331446.

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Rajiyah, Harindra, Louis P. Inzinna, Gerald G. Trantina, Robert M. Orenstein, and Martin B. Cutrone. "Thermal Shock Analysis and Testing of Simulated Ceramic Components for Gas Turbine Applications." In ASME 1995 International Gas Turbine and Aeroengine Congress and Exposition. American Society of Mechanical Engineers, 1995. http://dx.doi.org/10.1115/95-gt-308.

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A ceramic gas seal for a utility gas turbine was designed and analyzed using ANSYS and CARES/LIFE. SN-88 silicon nitride was selected as the candidate material. The objective was to validate the failure prediction methodology using rectangular plates which were thermally shocked in a fluidized bed. The failure prediction methodology would then be applied to the representative component geometry. Refined ANSYS finite element modeling of both the plate and component geometries was undertaken. The CARES/LIFE reliability analysis of the component geometry for fast fracture was performed for two cases: I) steady-state thermo-mechanical loads during normal gas turbine operation and II) transient thermal shock loading during a turbine trip. Thermal shock testing of alumina disks were performed in order to gain confidence in the testing and analysis procedures. Both notched and unnotched SN88 plates were then tested. Failure modes were identified through flexure tests and data censoring was performed using SAS. Weibull modulus was assumed to be invariant with temperature and the scale parameter was assumed to vary through a scaling variable such that multiple data could be pooled.
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Chakrabarti, Subrata K., and Paul K. Koola. "Interaction of a Flexible Floating Carpet With Ocean Waves." In ASME 2003 22nd International Conference on Offshore Mechanics and Arctic Engineering. ASMEDC, 2003. http://dx.doi.org/10.1115/omae2003-37444.

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A concept of wave energy extraction using a large thin floating structure called ‘wave carpet’ is analyzed. This paper examines the hydroelastic properties of the wave carpet. In determining the motion of the carpet, a simplified linear two-dimensional problem is formulated. The carpet is assumed to be a slender elastic beam with free ends. The hydrodynamic pressures along the carpet in waves are computed taking into account the dry eigenmodes of the carpet and the wave diffraction/radiation effect on the carpet. The amplitudes of carpet deflection and available energy stored in the carpet are estimated. The amount of energy that can be extracted for a typical carpet size is determined. The analysis is extended to random waves. The simplified method shows that it represents physical displacements of such a configuration by comparing the deflection of the carpet with available model test data on such plates.
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Lee, Jang Hyun, Se Yun Hwang, and Yong Sik Yang. "Computational Method to Assess the Residual Stresses of Thick Plate Joined by Two-Pole Tandem EGW in Marine Vessels." In ASME 2009 28th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2009. http://dx.doi.org/10.1115/omae2009-79135.

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Shear strakes or deck plates of large container carrier and FPSO vessels are joined by ultra-thick plates whose thickness is more than 60mm. Traditionally FCAW (Flux-Core Arc Welding) has been used to join the ultra-thick plates. However, FCAW has been replaced with EGW (Electro-Gas Welding) since the welding efficiency of EGW is higher than that of FCAW. Two-pole EGW has been applied to vertical position welding by several shipyards. EGW requires one or two layers of bead whereas FCAW requires more than 20 layers of weld bead in thick welding. However it uses higher heat input than FCAW. Therefore high welding residual stresses are generated by EGW. It is known that the high residual stress may shorten the fatigue strength of the joined structure. The residual stress should be investigated when EGW is applied to the thick plate joining. Present study explains a computational method to analyze the residual stress of EGW in the thick plates. Based upon the FEA (finite element analysis), both profile and level of the residual stresses are studied for EH40 TMCP (Thermo-Mechanical Control Process) steel plates with thickness of 80mm. Also, peculiar stresses of butt joint specimens are measured by X-ray diffraction method to assure the results of the FEA model.
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