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1
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.Ph. D.
2
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.
3
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.
6
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 positivesThe 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 DentistaEl 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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Darling, Sean. "Examining career plateau in the public service." Thesis, 2020. http://hdl.handle.net/1828/11769.
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Career plateau research is heavily focused on the private sector at the management level. There are few studies which examine career plateau in the public sector and no studies of career plateau in the Canadian core public sector. This qualitative research study is the first career plateau study focused on the core public sector in Canada. The systematic review study includes a map of the career plateau research and completed a synthesis analysis to provide new insights into career plateau. The second study involved an initial 67 participants with further data being gathered from focused interviews of 48 participants who were classified as career plateaued. Echo sorting and content analysis of the resulting data was completed to explore the perceived causes of career plateau; identify the affective impacts of career plateau on public servants; examine the behavioural responses of public servants to being career plateaued; and identify organizational implications.
The study results indicate that public servants perceive the causes and affective impacts of career plateau generally consistent with existing research findings while some of the perceived causes categories may possibly be unique to the public service setting. However, public servants may respond to career plateau in two unique ways involving public service value responses and responses based on public sector organizational characteristics.
Given that this is the first study to be completed on career plateau in the Canadian public service, all the findings must be considered tentative. The categories developed throughout the study describing how public servants feel and respond to career plateau as well as the organizational implications all require further refinement and more empirical testing.Graduate
2021-05-01
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Chen, Cheng-Wen, and 陳政文. "The relationships among career plateau, organizational commitment and wellbeing." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/89385090922424008125.
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碩士國立中正大學
企業管理系研究所
104
This study is to explore career plateau, organizational commitment and wellbeing of the employees. In this study, employees of three insurance companies from central and southern part of Taiwan were selected. Total of 140 valid questionnaires were analysis. The results as follow: 一、 Career plateau have significant impact on organizational commitment. 二、 Organizational hierarchical career plateau have significant negative effects on organizational commitment. 三、 Job content career plateau, have significant negative effect on wellbeing. 四、 Career Plateau have significant negative impact on wellbeing. 五、 Organizational hierarchical career plateau have significant negative impact on the wellbeing. 六、 Job content plateau there are significant negative impact on the wellbeing. 七、 Organizational commitment have significant positive impact on wellbeing. 八、 Organizational commitment have an mediating effect between career plateau and wellbeing. 九、 Organizational commitment have an mediating effect between the organizational hierarchical career plateau and wellbeing. 十、 Organizational commitment have an mediating effect between the job content career plateau and wellbeing.
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Liu, Chiu-Hui, and 劉秋慧. "Relationships Between Career Plateau and Intention of Job Rotation：The Moderating Effect of Proactive Career Behavior and Career Anchor." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/wq33qq.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
101
In order to keep high competitiveness in the downturn economic environment,, high-tech industries are starting to reorganize, merging the organizations, and restructure the manpower, resulting in not only employees' career development into a career plateau, but also seeing job rotation opportunities as the new challenges. Facing career management, people of proactive career behavior will from environmental change impacts and they will take the initiative to seize the opportunity to eliminate the obstacles of career development; furthermore, individual career anchors will affect career choices. Facing these changes, people may initiate proactive career behavior to sieze the opportunity to eliminate the obstacles of career development, individual career anchors may also affect career choices. Therefore, the main purpose of this study is to explore the relationships between the staff of career plateau and the willingness of job rotation, in addition, to further test whether the proactive career behavior and the two career anchors types, security stable and challenging, can have the moderating effects on the relationships between career plateau and the job rotation willingness. After the empirical analysis, the results show that: 1.The hierarchy-typed career plateau has significant negative association with job rotation willingness. 2.The proactive career behavior has no significant positive moderating effects on the relationships between career plateau and job rotation willingness. 3.The security stable-typed career anchor has no significant negative moderating effects on the relationships between career plateau and job rotation willingness. 4.The challenging-typed career anchor has a significant negative moderating effects on the relationships between career plateau and job rotation willingness. Key words: creer plateau、poactive career behavior、job rotation、career anchors
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Lu, Su-Ting, and 呂書婷. "The Relationship of Temporary Employees’ Career Uncertainty , Career Plateau ,and Job Engagement：The Moderating Effect of Career Self-Management Behavior." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/85186978463227018042.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
102
With the change of the economic structure of Taiwan, enterprises in pursuit of greater employment flexibility and achieve the purpose of reducing costs, increasing tendency of hiring temporary employees. Due to hiring the temporary employees are temporary and flexible, when enterprises reducing the volume of business, temporary employees were laid off highly possibility. In this relationship, temporary employees could face dismissal at any time, temporary employees will feel their career full of uncertainty, or the organization cannot provide the chief of staff job openings to the temporary employees , resulting temporary employees being in long-term temporary employees situation, generate career plateau. If the temporary employees have stronger career uncertainty and career plateau, the more negative rating agencies, prompting adopt negative coping strategies, while reducing the job engagement. Therefore, this thesis will discuss the cause of career uncertainty and career plateau, has negative effect on the job engagement,and through the self-management behavior moderated, has a visible moderating effect on career uncertainty, career plateau and job engagement. The samples of this thesis are temporary employees. This research has applied questionnaire, there were 450 questionnaires distribute. There were 432 ones were received, 377 effective questionnaires. The research results are as following： 1. Temporary employees’ career uncertainty has significant negative effect on job engagement. 2. Career self-management has a visible moderating effect on career uncertainty and job engagement. 3. Temporary employees’ career plateau has significant negative effect on job engagement. 4. Career self-management has a visible moderating effect on career plateau and job engagement.
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Yi, Lin Shih, and 林師誼. "An Explanatory Study of Information Personnel’s Career Anchors、Career Plateau impact on Career Satisfaction、Turnover Intention：Using Structural Equation Model." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/29005799295072685487.
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楊惟寧. "Examination of the relationship between career plateau and employee outcomes." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/17124043398040188050.
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碩士國立政治大學
企業管理研究所
98
Career plateau has been identified as stressful experiences that can lead to employee negative feelings and attitudes in the workplace. However, empirical studies that examine how career plateau relates to employee outcomes and the conditions that moderate the above relationships have been scarce. Using an occupational stress model as the foundation, this study examined whether two types of career plateau (i.e., hierarchical plateau and job content plateau) relate to employee outcomes (emotional exhaustion, job satisfaction, and affective organizational commitment). Furthermore, this study examined whether the proposed psychological processes (future career uncertainty and subjective monotony) mediate the above relationships and whether components of workplace spirituality (i.e., inner life and belongingness to community) moderate the relationship between career plateau and psychological processes. Based on responses of 243 participants, hierarchical regression results indicate that both plateaus relate negatively with job satisfaction, job involvement, and affective organizational commitment. However, only hierarchical plateau relates positively to emotional exhaustion, whereas job content plateau is not related to emotional exhaustion. Also, individuals’ future career uncertainty partially mediates the relationship between hierarchical plateau and employee emotional exhaustion and job attitudes, whereas subjective monotony partially mediates the relationship between job content plateau and job attitudes, but completely mediates the relationship between job content plateau and emotional exhaustion. Furthermore, only the inner life component of workplace spirituality moderates the relationship between hierarchical plateau and future career uncertainty. Based on the study findings, managerial implications, limitations and suggestions for future research directions are given.
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Lin, Bing-Han, and 林秉翰. "The Differential Effect of Career Anchor Profiles on the Relationship between Career Plateau and Turnover Intention." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/g5a639.
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碩士國立臺灣師範大學
國際人力資源發展研究所
105
Career plateau is a situation that individuals will face sooner or later in their career life. It generally leads to negative outcomes such as dissatisfaction toward the job, low organizational commitment, and even worse high turnover intention and turnover rate. In this study, the researcher intended to discover the relationship between career plateau, turnover intention and career anchors to help resolve the talent management problem. Therefore, two hypotheses were proposed. First, career plateau had a relationship with turnover intention. Second, career anchor profiles had a moderating effect on the relationship between career plateau and turnover intention. A quantitative research was conducted and the data was collected through online questionnaires. The participants in this study were the current employees in Taiwan who have been working for at least one year in private sectors. The final number of valid responses was 412. After the statistical analysis, three clusters: low career pursuers, mid-career pursuers and high career pursuers, were generated. The result demonstrated an individual’s career development stages. In the beginning, individuals focus more on the stability/security and lifestyle anchors. After accumulation of experiences and explored their career, individuals developed into mid-career pursuers who paid great attention to technical/functional competence and service/ dedication to a cause anchors. Finally, when they were well developed in their career and became the high career pursuers, the general managerial competence and entrepreneurial creativity seem to be the most important anchors at the stage. The effects of the three cluster profiles on the relationship between career plateau and turnover intention also support the aforementioned findings.
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HSU, Wei-Hsin, and 徐瑋欣. "A Study on the Moderating Effects of Career Resilience toward Teachers’ Career Plateau, Organizational Commitment, and Professional Commitment." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/66355r.
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碩士國立臺中教育大學
諮商與應用心理學系碩士班
104
The career development of a teacher is a dynamic process. Career plateau occurs when a teacher is no longer able to move forward or upward in his or her career development. This issue cannot be ignored. Career resilience, on the other hand, refers to good adaptive ability in a changing work environment, as it helps in overcoming and breaking through the hindrance of career plateau. Therefore, the main objective of this study was to explore the current status of teachers’ career plateau, organizational commitment, professional commitment, and career resiliency, as well as the relationships among them. This study adopted the questionnaire survey method, and the research participants comprised formal teachers aged 35 years and above, from public junior high schools and elementary schools. The purposive sampling method was used, and the survey was conducted in the pre-test and final test stages. This was followed by data analysis using SPSS 22.0. A total of 120 valid questionnaires were collected in the pre-test stage, while a total of 426 valid questionnaires were returned in the final test stage. The research tools comprised Career Plateau Scale, Organizational Commitment Scale, Professional Commitment Scale, and Career Resilience Scale. The main findings of the study were: 1) career plateau had a significant and negative impact on organizational commitment, 2) career plateau had a significant and negative impact on professional commitment, 3) career resilience had no moderating effect on the relationship between career plateau and organizational commitment, 4) career resilience had no moderating effect on the relationship between career plateau and professional commitment.
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Wu, Chieh-Yin, and 吳潔茵. "The relationship between career planning and turnover intention-take career plateau and risk-taking propensity as moderating roles." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/5bn2b3.
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碩士國立中山大學
管理學院國際經營管理碩士學程
107
Changes in labor market require people to make a more complete career planning if they want to succeed in their future career. This study was conducted to analyze the relationship between career planning and turnover intention, and the possible outcomes when we consider career plateau and risk-taking propensity as moderators on the main effect. We use survey method to collect the questionnaires from individuals with four years of work experience and above to be our samples. In support of our hypothesis, career planning is negatively correlated with turnover intention, and career plateau is a moderator which mitigates the main effect. Risk-taking propensity was assumed to be another moderator which also mitigates the main effect, while this hypothesis is not supported. Besides, when we consider both career plateau and risk-taking propensity as moderators towards the main effect, the two moderators actually strengthen the main effect. The link between career planning and turnover intention was independent of risk-taking propensity and it will be mitigated by career plateau. Lastly, implications for career plateau and turnover intention will be discussed.
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Lin, Hsin Yu, and 林欣郁. "Research on Navy lieutenant-level Officers:Relationship between Career Plateau and Withdrawal Behaviors." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/73036395857671309243.
Full textAbstract:
碩士國立中山大學
國際經營管理碩士班
102
In year 2013, the death of Hung Chung-chiu has severely hit military reputation and it has also affected the voluntary military recruiting system by lowering the rate of troops’ recruitment to fifteen percent. Thus, the Ministry of National Defense, in order to solve the problem, decided to extend the voluntary military system to 2017 instead of 2014. The shortage of new recruits has made senior soldiers to become an important pillar in the military. Only few researches have already analyzed the attitudes toward soldiers and therefore, we firmly believe that our research can fill the gap of the literature in this area. Our analysis has been conducted by collecting 180 valid questionnaires from Tsoying Navy lieutenant-level officers. In order to discover the relationship between career plateau and withdrawal behaviors, we used five measurements: job characteristics, perceived organizational support, professional plateau, subjective career plateau and withdrawal behaviors. Our results showed that, job characteristics (in task identity, job feedback) and perceived organizational support, are both significantly negative related to career plateau. We have also found that, there is a significant relation between professional plateau and employee’s neglect &; turnover intention. Finally, we have discovered an insignificant linkage between subjective career plateau and withdrawal behaviors. Further practical implications and suggestions are also discussed in this study.
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CHEN, PEI-CHING, and 陳佩卿. "A Study in Employees’ Career Plateau, Job Uncertainty, Psychological Capital, and Turnover Intention." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4uk6jy.
Full textAbstract:
碩士南臺科技大學
企業管理系
106
The purpose of this study to investigate the relationship between career plateau, job insecurity, psychological capital and turnover intention in manufacturing industry’s employees. The research tool of this study includes career plateau scale, job insecurity scale, psychological capital scale and the turnover intention scale, and SPSS statistical analysis. Total 356 sample copies were distributed and 310 valid questionnaires were analyzed, and the effective sample recovery rate was 87.08%. The results of this study demonstrate as followings： (1) The relationship between career plateau and turnover intention has significant correlations; (2) The relationship between job insecurity and turnover intention has significant correlations; (3) The relationship between career plateau and psychological capital has significant correlations; (4) The relationship between job insecurity and psychological capital has significant correlations; (5) The relationship between psychological capital and turnover intention has significant correlations; (6) Career plateau has a significant correlation with the turnover intention through the intermediary effect of psychological capital; (7) The job insecurity has a significant correlation with the turnover intention through the intermediary effect of psychological capital.
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DUAN, CHIA-CHI, and 段嘉棋. "The Study of the Relationship between Career Plateau and Work Alienation : The Moderating Effects of Career Resilience and Person-Job Fit." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/drk9bg.
Full textAbstract:
碩士國立高雄科技大學
人力資源發展系
107
With the rotation of the economic structure of the Taiwan region, enterprises in the pursuit of higher performance to produce and reduce costs, the more emphasis on the experience of workers premises. In the case of workers, if the work or chance of promotion is unfairly treated, it will produce a career plateauing even work of alienation and so on. Therefore, this study from the career plateauing, explore its impact on the work alienation, and through the career resilience and the Person-Job fit as the moderator variable, to explore whether the two of the plateau and career plateauing of the relationship between the effect of the work alienation. In order to study the image of Taiwan District professionals, the thesis collected the required materials, a total of 450 copies of the paper, a total of 424 valid questions, the research results are as following：1.The career plateauing has a positive impact on the work alienation.2.Career resilience has an significantly effect on the career plateauing and work alienation.3.The Person-Job fit has significantly effect on the relationship between the career plateauing and the work alienation. The main contributions of this study is to put forward the relationship between career resilience and the Person-Job fit as a moderator variable the career plateauing and the work alienation. In addition, the work alienation is in recent years to organize the relationship and strive to reduce the trend. Therefore, the results of this study also have the value of management of the test.
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Lin, Chia-Ying, and 林家瑩. "The Impact of Human Resource Development Effectiveness and Employee's Career Plateau on Work involvement." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/51799770293908106985.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
96
In recent years, due to the improvement of people’s education level; the employees increased their career expectation natrually, however, the position or promotion changes which limited to the organizational structure have not increased relatively, and made the employee to fall into the career plateau. Moreover, in the field of strategic human resources management, how to maintain employee’s key ability and create a career path to help them to overcome the problem of career plateau has already become the new challenge of human resource development currently. Therefore, it is an important subject that what human resource development practice can offer better help to those who are in the career plateau period. Above all, the main purpose of this study was to understand the impact of human resource development effectiveness and career plateau on job involvement. In order to achieve the research goal, we sent 470 questionnaires to four manufacturing companies in Taiwan, and 374 valid questionnaires were returned, the valid returned rate is 79.6%. Employed descriptive statistics and hierarchical multiple regression to analyze our data, we have obtained the following four conclusions: 1. “Career development” could significantly increase employee’s job involvement in all of the human resource development effectiveness. 2. “Career development” and ”organization develop” could significantly decrease employee’s career plateau. 3. “Job content plateauing” would significantly decrease employee’s job involvement. 4. The “job content plateau” has played the mediator role between the human resource development effectiveness and job involvement Implication of the results and suggestions for the future researches are discussed in the end of this research.
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Ke, Min-Chun, and 柯旻君. "The Influence of Career Plateau on Job Involvement： The Moderating Effects of Social Support." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/97xj88.
Full textAbstract:
碩士國立中山大學
企業管理學系研究所
102
The widespread phenomenon of career plateau exists among many companies as they change their business model. Regardless of the company, employees may face a status of career plateau. Previous studies have shown the negative impacts of career plateau on employees and organizations. Therefore, companies have to pay attention to the issue, and effectively deal with and mitigate the negative impact of career plateau on employees’ attitudes or behaviors. This study mainly explores the relationship between career plateau, i.e. hierarchical plateau and job-content plateau, and job involvement, and whether social support, i.e. supervisor support, co-worker support, and family and friend support, moderates the relationship between career plateau and job involvement. This study conducted a survey to collect the data by using a convenient sampling. The research samples included employees, who have a full-time job, in different industries, and excluded employees in an insurance industry as the change in job titles is rapid in this industry. A total of 251 effective questionnaires were collected and the valid response rate is 71 %. The empirical results show that job-content plateau is negatively and significantly related to job involvement. Moreover, supervisor support can be viewed as a moderator of the hierarchical plateau-job involvement relationship. Family and friend support can be viewed as a moderator of the job content plateau-job involvement relationship. Specifically, hierarchical plateaued employees reported greater job involvement if they were perceiving a high level of supervisor support, in comparison to a low level of supervisor support that other employees were perceiving. Also, job content plateaued employees demonstrated greater job involvement if they were perceiving a high level of family and friend support, in comparison to a low level of family and friend support that other employees were perceiving. Based on the results, this study offers several suggestions. Firstly, companies can mitigate the negative feelings of job content plateaued employees to increase these employees’ job involvement via different approaches, such as job rotation, job enrichment, and delegation. Secondly, in order to enhance the degree of job involvement, supervisors can improve their relationship with their subordinates and assist hierarchical plateaued employees to re-profile these employees’ career development plan by implementing some programs related to education and training and designing several communication channels. Thirdly, companies should hold some family-friendly activities to improve the relationship between employees and employees’ family and friends. Moreover, this study suggests that further studies are needed to investigate whether the career plateau have a positive effect on job involvement under what kinds of contexts or situations.
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Lai, Chia-kun, and 賴佳坤. "The Influences of Career Plateau, Self-Perpetuating Operators and Well-being on Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/4a6wde.
Full textAbstract:
碩士大同大學
資訊經營學系(所)
105
Most of modern people chase for happy life. However, most of them define “happy life” by gaining more wealth and fame. Salary and promotion become the motive power for life and work. Therefore, when occurring career plateau, how to face the reality with the bright attitude is the key point. The results of this study research the influences of career plateau, self-perpetuating operators and well-being on job performance. We use 221 copies website questionnaire for analysis by Structural Equation Models, SEM. This study presented some results as follows: Bright attitude of the Habitual Domains is positive correlated with job performance. Career plateau on the well-being and bright attitude is not significant. Career plateau is positive correlated with job performance. Bright attitude of the Habitual Domains is positive correlated with well-being. Well-being on the job performance is not significant. The results of this research indicated that the education and training of employees should emphasize more on psychology level than technical ability. With things changing faster, it gives much higher pressure for everyone. And pressure will impact mental and body health. Bright attitudes and happiness are the solution to improve job performance when thinking about psychological health. Career plateauing is the common phenomenon in every company. When Career plateauing improve job performance means employee is willing to take effort in work. So, it’s better to let Career plateauing become competitive strength, and let employee learn every related knowledge simultaneously, and be positive to receive new information. It’s very important that employee owns profession and more knowledge. When employees improve their creative ability, it can lead company into innovation. The results of this study shows that the education to employee is not only focus on profession skill, but also more focus on enhancing the psychological level.
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Dax, Ines Maria, and 尹恩絲. "Linking Mentoring to Career Plateau: The Mediating Roles of Job Satisfaction and Emotional Exhaustion." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/bs2ad9.
Full textAbstract:
碩士國立交通大學
企業管理碩士學程
105
The current study investigated the relationships among of the mentoring functions (career mentoring, psychosocial mentoring and role mentoring), job satisfaction, emotional exhaustion, and career plateau based upon the Job Demands-Resources (JD-R) theory perspective. Specifically, I examined the mediating role of job satisfaction and emotional exhaustion, individually, on the relationship between mentoring functions and career plateau. The hierarchical regression model was used to test the hypotheses in a sample of 362 participants. The results found that the mentoring functions of career mentoring, psychosocial mentoring, and role modeling were positively related to job satisfaction. In addition to that, career mentoring and role modeling were found to be associated with emotional exhaustion. Only the relationship between career mentoring and career plateau was found to be mediated by job satisfaction and emotional exhaustion, which indicates that protégés who received more career-related guidance from their mentors would be more satisfied with their work and less likely to experience fatigue, thus decreasing the likelihood of experiencing career plateau. The findings provide important implications for future research on mentoring and employee work-related outcomes.
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Lin, Min-Ching, and 林明鏡. "The Study of career plateau phenomenon among employees in Taiwan foreign invested pharmaceutical industry." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/51952325051274990105.
Full textAbstract:
碩士淡江大學
企業管理學系碩士在職專班
102
Career Plateau is my current career status in the organization, the phenomenon of Career Plateau is often to be observed in the company. The exploratory factor analysis was utilized in this study to investigate the phenomenon of Career Plateau in Taiwan foreign invested pharmaceutical industry, and the characteristics on recognition discrepancy of Career Plateau among employees in Taiwan foreign invested pharmaceutical industry (sex, age, marriage, education, years of service, current position, and years of current position). Total 373 copies of questionnaire were sent by snowball sampling method. Then 310 valid copies were collected. The valid recovery rate is 83.01%. Descriptive Statistics, Reliability Analysis, Factor Analysis, Chi-square Analysis, ANOVA were applied by SPSS version 19.0 to analyze data. Followings are key results of study: 1. The Career Plateau is recognized by most of employees in Taiwan foreign invested pharmaceutical industry, and the most significant is Content Plateau. 2. Sex, education, and years of current position were found statistically significance with Career Plateau. Furthermore, male, bachelor degree, and 2-5 years at current position are more significance with Career Plateau. 3. Hierarchical Plateau was found statistically significant in the different age of interviewee. The level of recognition of Hierarchical Plateau is higher in the age 26-35 segment than 64 years old and above segment. 4. Hierarchical Plateau was also found statistically significant in the different years of current position of interviewee. The level of recognition of Hierarchical Plateau is higher in the < 2 years of current position than > 6 years of current position. 5. Centralizing Plateau was found statistically significant in the different position of interviewee. The level of recognition of Centralizing Plateau is higher in the middle and senior management than low level management and non-management employee.
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Zeng, Wan-hua, and 曾琬華. "The Study of Factors Related to Career Plateau of Knowledge Workers in High-Tech Industries." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/79060433082182841971.
Full textAbstract:
碩士國立聯合大學
管理碩士學位學程
98
In recent years, many enterprises have restructured and downsized their organizational structures and labor forces in order to remain their competitive edge. Thus, the number of people who are unlikely to receive future promotions has increased. In addition, due to it is different in human personality, leading them to make choices and to take actions that have quite different consequences for the evolution of their careers. Therefore, the purpose of this study is to investigate the relationship between locus of control and achievement motivation on career plateau for knowledge workers. The data was collected through self-administered questionnaire at two times. First, this study used the database from China Credit Information Service (CCIS) as sample frame, randomly selected subjects from high-tech industries in Taiwan. A total of 642 questionnaires were mailed and 68 were returned for a response rate of 11%. Second, the sample in this study was drawn from knowledge workers in the high-tech industry in the Hsinchu Science-based Industrial Park (HSIP). A total of 120 questionnaires were distributed, of which 120 were returned and 18 questionnaires were invalid. A total number of 157 were valid questionnaires. The major findings of our study can be summarized as follows: 1. The types of industries which knowledge workers work for were not influence their career plateaus. 2. Locus of control has significant impact on job content plateau. The knowledge workers with external locus of control have higher job content plateau. In turn, the knowledge workers with internal locus of control have lower job content plateau. 3. Locus of control has significant impact on hierarchical plateau. The knowledge workers with external locus of control have higher hierarchical plateau. In turn, the knowledge workers with internal locus of control have lower hierarchical plateau. 4. Achievement motivation has significant impact on job content plateau. The knowledge workers with high achievement motivation have lower job content plateau. In turn, the knowledge workers with low achievement motivation have higher job content plateau.
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Hung, Wan-Ting, and 洪琬婷. "The Moderating Effect of Career Plateau on the relationship between Organizational Efficacy and Job Involvement." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/78850506554339634844.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
100
Recently, more and more business organizations emphasize their employees’ organizational efficacy. That is to increase employees’ capability of identifying organizational purposes and future visions, collective and resilience. Through organizational efficacy could make people involve more in their jobs. On the other hand, owing to the fact that more people have taken higher education in the society than ever, made employees hold high expectation for their career. However, current flat organization makes employees be difficult to be promoted, and then easy falling into the conditions of career plateau. Under such an environment, the main purposes of this study were to understand impacts of organizational efficacy and career plateau on job involvement and the moderating effect of career plateau on the relationship between organizational efficacy and job involvement. The data was collected by a questionnaire survey. The subjects involving in this study were employees in 2010 Top 1000 manufacture company in Taiwan by Commonwealth Magazine. We sent 810 questionnaires to 101 manufacturing companies in Taiwan, and 364 valid questionnaires were returned, the valid returned rate is 45 %. We used descriptive statistics, exploratory factor analysis, and hierarchical multiple regression to analyze the data. We found all the three research hypotheses were supported: 1.The organizational efficacy had a positive influence on employee’s job involvement. 2. Career plateau had a negative influence on employee’s job involvement. 3. There is a moderating effect of career plateau on the relationship between organizational efficacy and employee’s job involvement. According to our findings, we also made some concrete recommendations for future research and enterprises. Keywords: organizational efficacy, career plateau, job involvement
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Wei, Shao-Tang, and 魏紹唐. "The Relationship Between Psychological Contract Breach and Intention to Leave: Moderating Effect of Career Plateau." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/67319536960913480411.
Full textAbstract:
碩士國立臺灣師範大學
國際人力資源發展研究所
102
Since 2008, the finical crisis has resulted in flattening of organizational hierarchies, downsizing, and outsourcing of organization, which reduced layers of middle management. It causes a number of people not easily to find a job. These changes had decreased a number of promotional opportunities and experiencing difficulty of upward hierarchically movement became pervasive among employees in any kinds of industries in this knowledge-based business world. Hence, employees’ career path and development become a very crucial concern in the workplace. The purpose of the study aimed to investigate the relationships among psychological contract breach, career plateau and the intention to leave. To be more specific, this study had two objectives. First, this study explored the impact of psychological contract breach affecting the intention to leave. Second, this study examined the moderating effect of career plateau on the relationship between psychological contract breach and intention to leave. This study utilized the quantitative approach and data were collected by paper –based questionnaires through 444 banking employees in Taiwan. The statistic software of SPSS v18.0 was used to analyze by hierarchical regression. The result indicated that psychological contract breach was positively related to intention to leave. Meanwhile, career plateau also played as a moderating link between psychological contract breach and intention to leave.
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Tsai, Yu-Lin, and 蔡玉玲. "The Influence of Career Plateau on Job Performance: The Moderating Effect of Positive Psychological Capital." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/9b2s7c.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系碩士班
105
The globalization and information technology have resulted in drastic changes in the labor market over the past decade. Companies reduce operating costs through organizational restructuring or transformation to improve operational efficiency. The pipeline of promotion is gradually reduced and the standard is increasing, the current staff in addition to face the rapid changes in the content of the work, but also must have the ability to adapt to multiple, flexible career development path. Employees feel the opportunity to develop within existing organizations is limited, career plateau perception will be more intense. Previous studies have shown the negative impacts of career plateau on job performance. Therefore, companies have to pay attention to the issue, and effectively deal with and mitigate the negative impact of career plateau on employees’ attitudes. This study mainly explores the relationship between career plateau and job performance, and whether positive psychological capital moderates the relationship between career plateau and job performance. By questionnaires, we use analysis of reliability, correlation and multiple regressions to investigate the relationships among career plateau, psychological capitals and job performance of total 461 responders. The major results are: (1) career plateau had negative impact on job performance. (2) positive psychological capital had significant effects on job performance. (3) positive psychological capital had moderating effect on the relationship between career plateau and job performance. Accordingly, we propose some suggestions for businesses: (1) The organization improve the promotion system and performance appraisal (2) Job rotation and job enrichment (3) strengthen psychological capitals by training. (4) positive psychological capital is included in the assessment project when recruiting new people.
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LIU, HSUEH-HAN, and 劉學翰. "Employee Engagement as Mediating Effect for Career Plateau, Work Performance and Organizational Citizenship Behavior Study." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/u9u6j8.
Full textAbstract:
碩士銘傳大學
企業管理學系碩士在職專班
107
This research is to find out the effect of career plateau and employee engagement on work performance and organizational citizenship behavior. Questionnaires were collected via the internet and sampled with active duty officers and non-commission officers to discuss the influencing factors on military work performance and organizational citizenship behavior. 105 valid questionnaires were surveyed with SPSS to examine research hypothesis. Career plateau is found to have significant negative correlation on employee engagement. Employee engagement has significant positive correlation on work performance and organizational citizenship behavior. Furthermore, work engagement has Mediating Effect between career plateau and work performance, as well as, between career plateau and organizational citizenship behavior through hierarchical regression. Lastly, the research results propose practical advice and point out direction for further study.
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Trang, Huyen Thi Tran, and 陳氏玄妝. "The Study of Relationship between Career Plateau, Job Satisfaction and Turnover Intention: Evidence from Vietnamese Companies." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/52641307958836419354.
Full textAbstract:
碩士義守大學
管理學院管理碩博士班
102
The purpose of this study was to examine the relationship between career plateau, job satisfaction, and turnover intention, and the difference in these three variables between state-owned enterprises (SOEs) and private enterprises (PEs). The empirical analysis used data from 225 employees in Vietnam from both types of enterprises. For the exploration factor analysis this study is used principle component method. And regression method is used to test the hypotheses between organization commitments, job satisfaction with employee motivation. Results of this study showed that career plateau was negatively correlated with job satisfaction and positive correlated with turnover intention, whereas job satisfaction has the negatively correlated to turnover intention. The result from the comparison between two types of organization indicated that there is no difference from SOEs and PEs in career plateau, but PEs has the lower rate of job satisfaction and another surprising result from this study is that the rate of intent to leave in PEs is higher than that in SOEs. From the findings, the implications, and limitations of this study and directions for the future research were discussed.
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洪進承. "The study of career plateau, job stress, job resource deficit, dispositional optimism relevant to job burnout." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/03895851772884435227.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
97
Abstract In recent years, as the improvement of the education level employee increased their career expectation naturally. But the opportunities of the career development which are limited to the levels of the organizational structure have not increased relatively, and made the employee to fall into the career plateau. When employees fall into the career plateau, they would have the conditions of job stress and job resource deficit. Then, employees will have the condition of job burnout. Therefore, the study explores if the dispositional optimism employee can decrease the negative effect of career plateau. Above all, the main purpose of the research would like to explore the relations among career plateau、job stress、job resource deficit、job burnout and dispositional optimism. We sent 800 questionnaires to the different manufacturing companies in the research, and 352 valid questionnaires were returned, the valid returned rate is 44%. Employed descriptive statistics and structure equation model to analyze our data, we have obtained the following three conclusions: 1.Career plateau can affect job burnout through job stress. 2.Career plateau can affect job burnout through job resource deficit. 3.Dispositional optimism has moderation effect between job stress and job burnout. Implication of the results and suggestions for the future researches are discussed in the end of this research.
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Ya, Sin Li, and 李雅馨. "The Moderating Effect of Self-Efficacy on the Relationship between Job Content Plateau and Career Commitment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/ervcf7.
Full textAbstract:
碩士國立臺灣師範大學
國際人力資源發展研究所
101
Nowadays, due to flatter organizational structures, instability of economic environment, and downsizing policy, more employees have job content plateau.The study examines the effect of job content plateau and moderating effect of self-efficacy on the relationship between job content plateau and career commitment of business students in Taiwan. This study uses a paper-based questionnaire to collect with at least 200 business students. Confirmatory factor analysis, Sample descriptive statistics, correlation analysis, and hierarchical regression analysis were employed to analyze data by using the SPSS 18.0 and AMOS 18.0 in this study. The result indicated that there is a significantly negative relationship between job content plateau and career commitment. Besides, self-efficacy negatively moderates the relationship between job content plateau and career commitment. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career commitment. The theoretical and practical implications were discussed in this study.
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Mo, I.-Ling, and 莫宜玲. "The influence of career plateau and job insecurity on job engagement : the moderator effect of psychological capitals." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/31322314029874187733.
Full textAbstract:
碩士國立東華大學
國際企業學系
99
In this constantly changing international market, businesses usually reduce cost by reducing staff when facing tight bottom line. Though alleviating financial pressure in short term, it also leads to structure plateau and job insecurity. In the long run, these risks will impact job engagement and business efficiency. Our research subjects are middle managers. We try to clarify the modulation effects of psychological capitals on career plateau, job insecurity and job engagement, then to improve businesses efficiency and prolong employees’ career. By questionnaires, we use analysis of reliability, correlation and multiple regressions to investigate the relationships among career plateau, job insecurity, psychological capitals and job engagement of total 301 responders. The major results are: (1) content plateau and job engagement are negatively correlated (2) low psychological capitals will reduce the negative impact of structure plateau on job engagement. Accordingly, we propose some suggestions for businesses: (1) adjust job content to reduce content plateau (2) strengthen psychological capitals by training.
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Lin, Hsien-Tang, and 林獻堂. "A Study on the Relationship between Teachers’ Career Plateau and Job Burnout: Psychological Capital as Moderating Variable." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4f89kd.
Full textAbstract:
碩士國立屏東科技大學
技職教育研究所
106
Abstract： The purpose of this study is to examine the relationship between career plateaus and job burnout among junior high school (JHS) teachers and explore the moderation effect of psychological capital between career plateaus and job burnout. The sample was 535 formally employed teachers (199 men and 336 women) from 38 public JHSs in Pingtung County. Results from a survey on the sample underwent data analysis using statistical methods including descriptive statistics, t-test, one-way analysis of variance, Pearson product-moment correlation and hierarchical regression and were tested at a significance level of α=.05. The results are as follows: 1. Feelings of career plateaus among JHS teachers in Pingtung County are collectively close to moderate degrees and hierarchical plateaus that these teachers are facing are more severe than job content ones. 2. Job burnout among these teachers is collectively close to moderate degrees. ‘A sense of accomplishment in teaching’, ‘teacher fatigue’ and ‘teacher apathy’ are rated as highest, moderate and lowest, respectively. 3. Differences in background variables of these teachers lead to different scores in various aspects of career plateau, job burnout and psychological capital. 4. Career plateaus among these teachers indeed lead to job burnout. 5. Confidence, resilience and optimism in the psychological capital indeed can moderate job burnout caused by career plateaus among these teachers. Keywords: junior high school teacher, career plateau, job burnout, psychological capital
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Said, Ramirez, and 雷薩德. "When You Feel Supported: Examining the Effects of Mentoring Support on Overqualification, Well-being, Career Plateau, and Turnover." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/qyna5z.
Full textAbstract:
碩士國立交通大學
企業管理碩士學程
105
The present study examined the relationship among, mentoring functions (i.e., career support, psychosocial support), perceived overqualification, job satisfaction, turnover intention, emotional exhaustion, and career plateau based upon the Job Demand-Resources (JD-R) theory perspective. Precisely, these relationships were studied over and beyond any influence of perceived organizational support. Hierarchical Linear Regression model was used to test the hypotheses in a sample of 281 participants. The results found that the psychosocial support was positively related to job satisfaction, which indicates that mentored employees might show higher levels of job satisfaction. Additionally, career and psychosocial support were found to be significantly associated to career plateau. This indicates that protégées who receive more career and psychosocial support might be less likely experience career plateau. On the other hand, the relationship among, mentoring functions, perceived overqualification, turnover intention, and emotional exhaustion was not found to be significant. However, Findings on this research may provide important implications for future studies about. mentoring and employees’ work related outcomes.
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Hsu, Kai-Chung, and 許凱仲. "The Study of the Relationship between Career Plateau and Workplace Deviant Behavior: The Mediating Role of Job Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/7333dd.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
106
The study aims to figure out how the career plateau affects other employees’ job satisfaction and work behavior (which is called workplace deviant behavior). The subjects of the study are common enterprise employees who are selected by purposive sampling, and the data is collected using dyad-approach. Two hundred and seventy-eight effective questionnaires of the survey are retrieved. Moreover, the analytic tools such as descriptive analysis, confirmatory factor analysis (CFA), hierarchical regression analysis is utilized to analyze the result of the survey and to verify the assumptions of the study. The conclusions of the study are as follows. Career plateau has a positive effect on workplace deviant behavior. Career plateau has a negative effect on job satisfaction. Job satisfaction has a negative effect on workplace deviant behavior. Job satisfaction has some mediating effect on career plateau and workplace deviant behavior. Keywords：career plateau, job satisfaction, workplace deviant behavior
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Lin, Dong-Hwa, and 林東華. "The Analysis of influence factor of the Career Plateau and Career Satisfaction of the employees of Department of Nuclear and Fossil Power Projects of Taiwan Power Company." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/07118364101285221080.
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Chang, Yao-Chung, and 張耀中. "The Effects of Career Plateau on Job Involvement, Organizational Commitment, and Job Satisfaction: Perceived Supervisor Support as a Moderator." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/q2bxx3.
Full textAbstract:
碩士國立中正大學
企業管理研究所
103
Abstract The Effects of Career Plateau on Job Involvement, Organizational Commitment, and Job Satisfaction: Perceived Supervisor Support as a Moderator School: National Cheng Chung University Department: Business Administration Total Pages: 98 pages Academic Year: 103 Degree: Master Student: Yao-Chung Chang Advisor: Dr. Ya-Hui Lian This study examines the relationship among perceived career plateau, job involvement, organizational commitment and job satisfaction. The moderating effects of, perceived supervisor support (PSS) were also examined. The study took the manufacturing employees from 8 big-sized enterprises in Yunlin, Chiayi and Tainan counties as the research sample, 347 usable questionnaires were rsed. The results showed that： 1. The perceived hierarchical plateau is negatively related to job involvement, organizational commitment and job satisfaction. 2. The perceived job content plateau is negatively related to job involvement, organizational commitment and job satisfaction. 3. Perceived supervisor support as a moderator has a significant effects on the relationship between perceived hierarchical plateau and job involvement, organization commitment and job satisfaction. 4. Perceived supervisor support has significant moderating effects on the relationship between perceived job content plateau and job involvement, and organization commitment. 5. Perceived supervisor support is not significantly moderating the job content plateau and job satisfaction. Key words: Career Plateau, Job Involvement, Organization Commitment, Job Satisfaction, Supervisor Support.
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Hu, Shang-Lin, and 胡商霖. "Career Plateau and Counterproductive Work Behaviors among Generation Y: A Moderated mediation model of political skill and job satisfaction." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/5b8b2c.
Full textAbstract:
碩士國立臺灣師範大學
國際人力資源發展研究所
105
Downsizing, restructuring, and framing are taken by organizations, a horizontal structure limited hierarchical advancement and career plateau becomes a common issue in organizations regardless the age or tenure. The workplace is gradually leading by Generation Y, who inherent to seek a high mobility and challenging job is currently facing the plateau issues from intrinsic factor and extrinsic difficulties. The purpose of this study was investigated the relationship between career plateau and counterproductive work behaviors (CWBs), and see if job satisfaction could serve as a buffer between them. Political skill was set to examine the moderating effect on the relationship between career plateau and job satisfaction. Nevertheless, a moderated mediation model was proposed to investigate the effect on whole model. Total sample size was 311 full-time employees among Generation Y. Quantitative approach and convenient sampling method was adopted. SPSS v22.0 and AMOS v22.0 was adopted to conduct confirmatory factor analysis, hierarchical regression analysis, and structure equation modeling. The result showed that career plateau was significantly positive related to CWBs, and job satisfaction was partial mediates the relationship between them. Political skill significantly moderated the relationship between career plateau and job satisfaction. However, the moderated mediation model did not show significant effect on CWBs. The findings bring some direction to HR practitioners to understand the CWBs might occurs on plateaued employee and implement employee assistance programs (EAPs) and role modeling could train employees’ political skill and overall increasing the job satisfaction.
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Ku, Delsie Loreni, and 古瑞希. "Leadership Matters? The Moderating Effects of Perceived Transactional and Transformational Leaderships on Career Plateau and Organizational Commitment in Belize." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/3gzvce.
Full textAbstract:
碩士國立臺灣師範大學
國際人力資源發展研究所
105
The organizational structure and workplace environment is continuously changing and adapting. As a result, career plateau is more salient in the workplace, resulting in consequences such as reduced organizational commitment and challenges to management. Numerous researches on career plateau have supported the theory that a plateaued employee is harmful to the organization’s success, but few focus on the effects of career plateau in developing countries. Likewise, there is limited focus on how leadership can influence the outcome of organizational commitment in plateaued employees. This study sought to confirm the relationship between career plateau and organizational commitment, with a focus in the moderating roles of transactional and transformational leaderships, particularly in the context of Belize. Data collected, using an online questionnaire, from 247 full-time employed Belizeans, with at least one year tenure with their organization was analyzed. The linear and hierarchical regression analyses were used to confirm the negative correlation between plateaued employees and their affective and normative commitments, and a positive correlation to their continuance commitment. As well, the moderating effects of transactional and transformational leaderships on this relationship were analyzed. The findings show that plateaued employees display reduced affective commitment to the organization, and transactional leadership behaviors strengthen this negative relationship. The results also show that plateaued employees display reduced normative commitment to the organization; however, transformational leadership moderates this negative relationship. What's more, the results also showed that plateaued employees display higher continuance commitment, and transformational leadership strengthens this relationship.
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Lin, Ming-Hui, and 林明輝. "The Influence Mechanisms of Career Plateau on Job Satisfaction and Work Alienation:The Role of Psychological Capital and Perceived Organizational Support." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/r3py3k.
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碩士國立東華大學
企業管理學系
101
Drawing on the conservation of resources theory and affective events theory, this study examined the antecedent variable of career plateau and inferred the influence mechanisms of career plateau on job satisfaction and work alienation. In addition, the role of psychological capital and perceived organizational support in this process has been reviewed. Through the research of how career plateau and psychological capital affected job satisfaction and work alienation, this study presents a model as framework. A survey of 619 frontline employees from a wide variety of service jobs was carried out and the multiple regression analysis model was applied to data. The results show that positive psychological capital has significant positive effects upon job satisfaction and significant negative effect upon work alienation. Besides, the psychological capital has the mediation effect between career plateau, job satisfaction and work alienation. The moderating effect of perceived organizational support in this study was not supported. Accordingly, restrictions of the research, suggestion and managerial implications are discussed.
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Chen, Wen-Lin, and 陳文鈴. "A Study on Relationships among Career Plateau, Psychological Capital, and Innovative Behavior of Leader - A Case of High-Tech Industry." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8j2ej9.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
104
The high-tech industry is the most symbolic industry in Taiwan in which it continuously needs to develop new knowledge and technology in order to strengthen the enterprise competitiveness. When the employees in high-tech industry face the difficulties of career promotion, they should appropriately adjust their thoughts for having innovative behavior. Thus, this study was to examine demographic differences of high-tech manager on career plateau, psychological capital, and innovative behavior. It also aimed to explore the relationships and effects among career plateau, psychological capital, and innovative behavior. Finally, it tested the mediator effect of psychological capital on the career plateau and innovative behavior relationships. Questionnaire survey method was used in this study and the subjects were 128 managers recruited from high-tech companies. Through statistical analyses, results showed that the managers with older age, less educational level, and more work experience expressed higher career plateau. The managers with older age, more work experience, higher education level, position and salary had expressed higher psychological capital, while the managers with higher education level, more work experience, higher salary and position had expressed higher innovative behavior. Moreover, there were significantly relationships among career plateau, psychological capital, and innovative behavior of high-tech manager. The career plateau had significantly negative effects on psychological capital and innovative behavior, whereas psychological capital had significantly positive effect on innovative behavior. Particularly, psychological capital had a mediating effect in the relationship between career plateau and innovative behavior. Thus, the implication of the study is that the enterprise should pay attention on the cause reason of the career plateau and assisting management program, redesigning the work duties based on different managerial level, then planning the appropriate training couress for managers, which lead to enhance their higher workforce competitive advantage.
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XING, WEN-TING, and 邢文亭. "A Study of the Relationships among Job Resources, Personal Resources and Employee Engagement：Exploring the Roles of Job Crafting and Career Plateau." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/vv8jhp.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系碩士班
105
As time has passed, the expectation of the authorities and citizens to civil servants had changed. Civil servants are important in implementing policies and offering services. The key of service quality and effectiveness rely on the engagement of civil servants, so the authorities should devote to improve working condition for inspiring civil servants to reorientate themselves in order to spend attention and energy on their mission. However, Career plateau is involved in career of everyone. The relative researches figure that Career plateau cause negative impact in working attitude. Working condition should be fully understood to establish a better working environment for advance and engagement of civil servants. Based on the Job Demand-Resources (JD-R) Model, the purposes of this study are exploring the relationships among job resources, personal resources, job crafting and employee engagement. In addition, exploring the moderating roles of career plateau in the relationships between job resources and employee engagement; between personal resources and employee engagement. Adopting structured questionnaires, these samples had collected from 420 civil servants of national senior high school in southern Taiwan. A total of 387 valid questionnaires were returned, the valid response rate is 92.1%. The results of this study demonstrate: (1) There are positive relationships between job resources and employee engagement; (2) There are positive relationships between personal resources and employee engagement; (3) There are positive relationships between job resources and job crafting; (4) There are positive relationships between personal resources and job crafting; (5) There are positive relationships between job crafting and employee engagement; (6) Job crafting partially mediate the relationships between job resources and employee engagement; (7) Job crafting partially mediate the relationships between personal resources and employee engagement; (8) Career plateau don’t moderate the relationships between job resources and employee engagement; (9) Career plateau moderates the relationships between personal resources and employee engagement.
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CHEN, YI-HUA, and 陳怡華. "A Study of the Relationship Among Career Plateau, Work-Family Conflict and Withdrawal Behavior: The Moderating Effect of Employee Assistance Programs." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/hrpr84.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系碩士班
104
From being late to turnover, withdrawal behavior has many different levels of conduct. When employees perform withdrawal behavior, organizations must pay attention to these withdrawal behavior because such behavior will make organizational costs higher. That is why we need to investigate the factors of withdrawal behaviors in order to avoid more damage to organizations. This thesis aims to discuss the relationship among career plateau, work-family conflict and withdrawal behavior. Also, this thesis discusses whether Employee Assistance Programs will have moderating effect on the relationships among career plateau, work-family conflict and withdrawal behavior. By means of questionnaires, this study did a research toward governmental and private institutions where “Employee Assistance Programs” are practiced.470 questionnaires were distributed and 436 were returned, and 404 are valid. The returned rate is about 92.8%. This study found that: 1. Career Plateau has a significant positive effect on Withdrawal Behavior. 2. Work-Family Conflict has a significant positive effect on Withdrawal Behavior. 3. Employee Assistance Programs has a significant moderating effect on Career Plateau and Withdrawal Behavior. 4. Employee Assistance Programs has a significant moderating effect on Work-Family Conflict and Withdrawal Behavior.
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Liu, Szu-ying, and 劉思吟. "The impacts of high performance work system on career plateau and role performance, turnover intention: Using perception of supervisor support as moderator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/92962638076764259746.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
100
Talented people are the key factor for enterprises to maintain their competitive advantage. Since 1980s, due to the changes of internal and external environments, reorganization and simplification have become the patterns of organizations, which indicating promotion possibility in an organization has been relatively reduced. These generate the feeling of development limitation within employees and result in the phenomenon of career plateau. However, high performance work system is regarded as a set of management system in human resources field , and it includes most types of best management practices. Therefore, this study attempts to explore antecedents and consequences of variable of the career plateau, including a negative correlation between high performance work system and career plateau as well as the impact of the career plateau on role performance and turnover intention, and whether the perceived supervisor support will be an interference effect. In this study, pairing questionnaires are offered to executives and organizational members 47 effective matching samples are received. Hierarchical linear model is used in this study to verify the hypothesis. The results show: 1. Career plateau is negatively associated with role performance; 2. Career plateau is positively associated with the turnover intention; 3. The effect of perceived supervisor support can interfere with both career plateau and turnover intention. The findings of this study indicate: 1. Organizations should establish career planning and development for employees in order to reduce the adverse effects of career plateau; 2. Organizations should find a method to increase employees’ perceived of supervisor support in order to reduce the negative effects of career plateau; 3. High performance work system is a systematic system. It should be assessed in depth regarding the way of solving the career plateau. Finally, suggestions for future research and the limitation of this study are also discussed. Keywords: career plateau, high performance work system, role performance, turnover intention, perceived supervisor support
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Bergeron-Fournier, Myriam. "Progression et plafonnement de carrière chez les femmes assistantes accessoiristes de plateau dans l'industrie cinématographique au Québec." Thèse, 2017. http://hdl.handle.net/1866/19393.
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À travers le monde, seulement quelques études essaient de comprendre les obstacles à la progression de carrière des techniciennes dans l’industrie du cinéma. Ces recherches montrent que les femmes sont peu présentes dans les postes de chef et se regroupent principalement dans les postes traditionnellement féminins. Au Québec, nous avons constaté que les femmes étaient majoritaires dans le poste d’assistante accessoiriste de plateau et minoritaires dans le poste de chef accessoiriste de plateau. Notre étude vise donc à comprendre pour quelles raisons elles sont peu nombreuses dans les postes de chef en découvrant les facteurs qui ont une incidence sur le succès objectif de carrière des femmes assistantes accessoiristes de plateau.
Pour réaliser cette étude, nous avons utilisé des données primaires recueillies à l’aide d’entretiens semi dirigés auprès de dix-sept intervenants du milieu, des femmes et des hommes accessoiristes, mais aussi deux productrices et un représentant syndical de l’AQTIS (Alliance québécoise des techniciens de l’image et du son).
L’analyse des résultats tend à montrer que les stéréotypes de genre sont encore bien ancrés dans l’industrie du cinéma au Québec. Les assistantes accessoiristes sont assignées aux tâches stéréotypées féminines et elles travaillent, pour la plupart, en retrait du plateau de tournage. Cette situation fait en sorte qu’elles ont peu d’occasion de développer les compétences qui sont valorisées pour devenir chef accessoiriste et qui sont davantage associées aux qualités stéréotypées masculines. De plus, l’équipe aux accessoires est souvent formée d’un homme chef et d’une assistante qui évolue ensemble, de manière assez stable, de contrat en contrat. Ce duo professionnel procure une certaine sécurité d’emploi aux assistantes accessoiristes, car ce sont les chefs qui trouvent les contrats de travail, mais cela les empêche aussi de diversifier leurs expériences de travail pour cheminer dans la profession. Nous constatons également que, lorsque les chefs font office de mentors, ils contribuent de manière positive à la progression de carrière de leur assistant, mais que ce sont surtout les hommes assistants qui ont accès à ces mentors. La maternité est un obstacle important à la carrière des femmes dans cette profession, car les mères ont recours à toutes sortes de stratégies pour équilibrer leur vie professionnelle et personnelle. Par exemple, elles tendent à réduire leur heures de travail et leur rémunération car elles priorisent leur famille.Around the world, only a few studies try to understand the barriers to career progression of women technicians in the film industry. Those few studies show that women are underrepresented in key role person and are overrepresented in jobs considered traditional areas of work for women. In Quebec, we note that women represent the majority of assistants props on set, but are only a minority in lead props set positions. The purpose of this study is to understand why women are underrepresented in key positions by highlighting the factors that influence the objective career success of women assistants props on set. This qualitative study was conducted using primary data collected from interviews with seventeen stakeholders in the industry : women and men in the props profession, two women producers and a union representative of the Alliance québécoise des techniciens de l’image et du son (AQTIS). The data analysis suggests that gender stereotypes are still ingrained in the Quebec film industry. Women assistants props on set interviewed are assigned based on stereotypical female duties and most of them are kept away from the set in their work. Consequently, they have few occasions to develop valuable skills that are mostly associated with stereotypical male qualities to become key props on set. Furthermore, props work teams are often made up of a key props man and a woman assistant props who work together in a steady way from contract to contract. This professional duo provides a certain form of job security for the women assistants props on set because the key props on set is in charge of finding contracts. However, this situation also prevents them from varying their work experience to progress in the profession. We also note that when the key props on set act as a mentor for his or her assistant, this relationship tends to positively influence the career progression of assistants. However, we also note that it is mostly men assistant props on set who have access to those mentors. Also, in this profession, motherhood appears to be a main constraint in women’s career because most mothers balance their work life and their family life by finding multiples strategies. For example, they tend to reduce their working hours and their income because they prioritize their family.
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Wang, Hui-Chih, and 王惠直. "A Study of the Relationships among Job Demand, Job Resources, Job Burnout and Career Plateau-The School Nurses of Primary and Secondary Schools in Taichung City." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/k4t88y.
Full textAbstract:
碩士國立彰化師範大學
人力資源管理研究所
107
In recent years, the educational level of the public has been on the increase. Employees generally expect personal career development, and the important psychological need for achievement. Because of the organizational structure and professional characteristics, the career of the nursing staff is limited. Therefore, they face the problem of career plateau. When paramedics are faced with plateau of their careers, their growth needs are not met because of their personal development, resulting in job burnout and sense of insecurity. Whether job demand and job resources affect job burnout is also an important issue in organizational management and human resource development. The purposes of this study were to explore the relationships among job demand, job resources, job burnout and career plateau. In this study, the school nursing staff were selected as the population, and convenience sampling after stratification of the nursing staff in Primary and Secondary Schools in Taichung City, and 303 questionnaires were sent to them and 240 returned. A total of 212 of them were valid, with 70% valid return rate. The data were analyzed by descriptive statistics, reliability and validity analysis, confirmatory factor analysis, Pearson product-moment correlation and multiple stepwise regression analysis. The results of the research and analysis were as follows: (1) Job demand had no significant predictability of the career plateau. (2) Job resources had a negative impact on the career plateau. (3) Job demand had a positive impact on job burnout. (4) Job resources had a negative impact on job burnout. (5) Career plateau had an intermediary effect on job resources and job burnout. Based upon the findings, the concrete conclusions and recommendations were been provided for the Primary and Secondary Schools and School nurses and related groups and further studies as references.