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Journal articles on the topic 'Career plateau'

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Author: Grafiati

Published: 4 June 2021

Last updated: 2 February 2022

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1

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

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Purpose The purpose of this paper is to identify the impact of career plateau (hierarchical and job-content plateau) on internal employability, and to investigate psychological contract breach as a moderator on the relationship between career plateau (hierarchical and job-content plateau) and internal employability. Design/methodology/approach Data were collected by distributing paper-based questionnaires to 521 workers in private banking sectors in Taiwan. Hierarchical regression analysis was used to examine the results of the relationships. Findings The results supported the idea that career plateau (hierarchical and job-content plateaus) could be a significant antecedent of internal employability. Psychological contract breach significantly moderated the negative relationship between career plateau (hierarchical and job-content plateau) and internal employability. Specifically, the negative relationship between career plateau and internal employability will be stronger for employees who perceive a higher level of psychological contract breach. Practical implications These findings can help human resource practitioners gain a better understanding of the value of applicable approaches as an influence on a plateaued employee’s perception of internal employability, and to facilitate a positive employer–employee relationship, which could foster both a successful career for an individual and a prosperous performance for the organization that employs them. Originality/value Career plateau have been aroused variety issues in HR practice, but employability and psychological contract breach have barely been discussed with career plateau. This study empirically establishes the correlation between career plateau and internal employability as well as shown that psychological contract breach would decrease the plateaued individual’s willingness to stay in the current organization. Thus, the career plateau may provide organizations with a helpful perspective on one’s career development. Building substantial relationships between employees and employers lead to better human capital for organizations as it deals with rapidly changes in the real world.

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2

Meta, Mehmed, and Dženis Bajramović. "Career Plateau." Socioeconomica 3, no. 5 (July 5, 2014): 129–44. http://dx.doi.org/10.12803/sjseco.358814.

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3

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

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Purpose The purpose of this paper is to discuss how Aster Retail (AR), UAE, handled career plateau challenge by adopting multiple strategies and earning employee commitment and motivation for business growth. Design/methodology/approach The organization addressed two types of plateaus – structural and content by creating both vertical and lateral opportunities/options for employees, and supporting them with resources to build required capabilities, and managing their career aspirations. The strategies also helped AR to remain true to the organization’s philosophy, “We will treat you well.” Findings The study enunciates how HR initiatives can add value by converting the negative phenomenon of plateau, into an opportunity for employees to grow. Originality/value The study has three contributions: How in a retail organization with strong promoter principles and values, both structural and content plateau are addressed, and linked with business strategies? The study sheds light on how organizational and HR support for career management addresses employee plateau, particularly for solid citizens. makes the employees feel “not plateaued” at all; and in the long run, why and how HR managers should focus more on proactively addressing content plateau than structural plateau.

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4

Lee, Patrick C. B. "Career plateau and professional plateau." ACM SIGCPR Computer Personnel 20, no. 4 (December 1999): 25–38. http://dx.doi.org/10.1145/571475.571478.

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5

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

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Very little research has examined how career constructs are related to career plateaus. Given the dysfunctional consequences of plateauing, it is important to understand how career constructs, such as career adaptability, influence plateauing. Drawing on career construction theory and the theory of work adjustment, we propose that fit perceptions will mediate the career adaptability and plateauing relationship. Using data collected from 294 banking employees from the Punjab Province of Pakistan, we used the PROCESS macro to test for mediation. Results indicate that career adaptability reduces the likelihood of experiencing job content and hierarchical plateaus. Perceptions of fit related negatively to perceptions of plateauing, with one exception—demands–ability fit perceptions were unrelated to hierarchical plateaus. Mediation analysis indicated that needs–supply fit perceptions mediate the influence of career adaptability on both job content and hierarchical plateaus, whereas demands–ability fit perceptions mediate the influence of career adaptability on job content plateau but not hierarchical plateau. Implications of results for theory and practice are discussed.

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Chang Boon Lee, Patrick. "Going beyond career plateau." Journal of Management Development 22, no. 6 (August 2003): 538–51. http://dx.doi.org/10.1108/02621710310478503.

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

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8

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

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9

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

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ABSTRACTThis study examined the antecedents and consequence of career plateau. Antecedents of career plateau are job tenure, age, job involvement and supervisor’s support. The consequence of career plateau is organizational commitment. Organizational commitment has three dimensions, namely affective organizational commitment, continuance organizational commitment and normative organizational commitment. This study examined the employees of the company/institution in Surabaya, Sidoarjo, Gresik and Mojokerto. The questionnaire was distributed to 110 respondents. Respondents who return the questionnaire were 107 respondents. The next step, the researchers tested the validity and reliability of the variables consisting of affective organizational commitment, continuance organizational commitment, normative organizational commitment, career plateau, job involvement and supervisor’s support. All the variables have good reliability and validity. Structural equation modeling (SEM) was used to examine the antecedents and consequence of career plateau. The results of SEM using Amos shows that the effect of job involvement and supervisor’s support on career plateau accepted. In addition, the influence of career plateau on organizational commitment are also accepted. Unfortunately, the effects of job tenure and age on the career plateau rejected. ABSTRAKSIPenelitian ini menguji hubungan anteseden serta konsekuensi dan karir plateau. Anteseden dari karir plateau terdiri dari lama bekerja, umur, keterlibatan dalam bekerja serta dukungan penyelia. Konsekuensi dari karir plateau adalah komitmen organisasi. Komitmen organisasi ini memiliki tiga dimensi, yaitu komitmen organisasi afektif, komitmen organisasi kontinyu, serta komitmen organisasi normatif. Penelitian ini menggunakan karyawan di Surabaya, Sidoarjo, serta Mojokerto sebagai sampel penelitian. Kuisioner disampaikan kepada 110 responden dan yang kembali serta terisi sebanyak 107 kuisioner. Langkah selanjutnya peneliti melakukan uji validitas dan reliabilitas atas variabel-variabel. Hasilnya adalah semua variabel valid dan reliabel. Uji statistik menggunakan structural equation modeling (SEM). Hasil uji ini menunjukkan bahwa keterlibatan dalam bekerja serta dukungan atasan mempengaruhi karie plateau. Selanjutnya karir plateau berpengaruh terhadap komitmen organisasi. Namun lama masa kerja serta umur tidak berpengaruh terhadap karir plateau

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10

Conner, Deondra. "The effects of career plateaued workers on in-group members’ perceptions of P-O fit." Employee Relations 36, no. 2 (December 20, 2013): 198–212. http://dx.doi.org/10.1108/er-01-2013-0001.

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

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11

Wen, Yueran, and Liu Liu. "Career Plateau and Turnover Intention in Chinese Employees: Career Anchor as Moderator." Social Behavior and Personality: an international journal 43, no. 5 (June 13, 2015): 757–66. http://dx.doi.org/10.2224/sbp.2015.43.5.757.

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Based on a survey of 147 Chinese employees, we examined the relationship between perceived career plateau and turnover intention, and the moderating role of career anchor in challenge in this process. We hypothesized that perceived career plateau would be positively related to turnover intention, and that this relationship would be stronger in employees with a higher level of career anchor in challenge than in those with a lower level. The results showed that perceived career plateau had a strong positive relationship with turnover intention, especially in employees with a high level of career anchor in challenge. These findings have implications for research in career development and turnover intention, as well as in management practices.

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12

Kim, Yo Na. "Effect of Career Development and Career Plateau on Career Satisfaction of Nurses." Journal of Korean Public Health Nursing 30, no. 1 (April 30, 2016): 83–92. http://dx.doi.org/10.5932/jkphn.2016.30.1.83.

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13

Burke, Ronald J. "Examining the Career Plateau: Some Preliminary Findings." Psychological Reports 65, no. 1 (August 1989): 295–306. http://dx.doi.org/10.2466/pr0.1989.65.1.295.

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This study examines the career plateau by comparing police officers having 15 or more years of service who had been promoted with those who had not. Although having similar career orientations when they began policing, officers at career plateau developed a nonwork orientation. Officers at plateau also reported less job satisfaction, greater psychological burnout and greater intention to leave policing. These negative experiences were not associated with poorer emotional and physical health however. Low commitment to work may have protected the officer at career plateau from these negative consequences.

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Slocum, John W., William L. Cron, and Linda C. Yows. "Whose career is likely to plateau?" Business Horizons 30, no. 2 (March 1987): 31–38. http://dx.doi.org/10.1016/0007-6813(87)90006-1.

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15

Jung, Suk and 홍아정. "Structural relationship between career plateau, career commitment and organization commitment." Korean Journal of Human Resource Development Quarterly 19, no. 1 (February 2017): 129–57. http://dx.doi.org/10.18211/kjhrdq.2017.19.1.005.

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16

Wickramasinghe, Vathsala, and Mayura Jayaweera. "Impact of career plateau and supervisory support on career satisfaction." Career Development International 15, no. 6 (October 26, 2010): 544–61. http://dx.doi.org/10.1108/13620431011084402.

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17

Kaur, Harleen, and Rajpreet Kaur. "Career adaptability and job outcomes: a moderated mediation model of proactivity and job content plateau in educational sector." Higher Education, Skills and Work-Based Learning 11, no. 4 (January 13, 2021): 929–45. http://dx.doi.org/10.1108/heswbl-07-2020-0150.

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PurposeVery little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research aims to investigate whether career adaptability influences job outcomes via job content plateau. Taking career construction theory (Savickas, 2005) as a base, the research model of this study posited that employee's favorable job outcomes, i.e. job satisfaction and performance depend upon their psychosocial meta-capacities (career adaptability) and job content plateau. Further, the study is the first to examine the moderating role of proactivity among career adaptability, job content plateau and job outcomes relationship.Design/methodology/approachIt is a two-wave longitudinal study, quantitative in nature and has collected data from 357 faculty members of Indian universities. The hypotheses have been empirically tested through the structural equation modeling technique.FindingsThe moderated mediation model was supported, and as predicted, (1) career adaptability was positively related to job outcomes and (2) the mediated relationship between career adaptability and job outcomes via content plateau was stronger for individuals with high levels of proactivity.Practical implicationsThe study encourages career management practitioners and counselors to integrate proactive behaviors and career adaptability into counseling techniques to equip clients with necessary skills and deal with unfavorable job experiences, thereby engendering favorable job outcomes.Originality/valueThe current study is the first to test the intervening effect of proactivity in career adaptability and job outcomes relationships via job content plateau.

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18

Moon, Inn Oh. "The Structural Model about Impact of Nurse's Career Management, Career Plateau, Career Satisfaction on Career Commitment." Journal of Korean Academy of Nursing Administration 16, no. 2 (2010): 180. http://dx.doi.org/10.11111/jkana.2010.16.2.180.

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Burke, Ronald J., and Aslaug Mikkelsen. "Examining the career plateau among police officers." Policing: An International Journal of Police Strategies & Management 29, no. 4 (October 2006): 691–703. http://dx.doi.org/10.1108/13639510610711600.

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LEOVANNI, EGA. "DAMPAK CAREER PLATEAU TERHADAP JOB SATISFACTION KARYAWAN GERAI MINIMARKET DI PALEMBANG." ANALISIS 11, no. 1 (March 1, 2021): 93–113. http://dx.doi.org/10.37478/als.v11i1.838.

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Various things are done by companies to provide job satisfaction to their employees, one of which is a career path in the company, but not all positions can reach career paths in the company, there are several positions that experience career plates. This study aims to determine the impact of career plateau on job satisfaction of minimarket outlet employees in the city of Palembang. This study uses the independent variable Career Plateau (X), and Job Satisfaction (Y). The data used in this study are primary data. Data collection in this study used a questionnaire method distributed to 150 employees of minimarket outlets in the city of Palembang with a purposive sampling method. While the analysis is done by processing data using SPSS 19.0 for windows. The results of this study indicate that the independent variable Career Plateau (X) has an influence on Job Satisfaction (Y) employees of minimarket outlets in Palembang.

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21

Smith-Ruig, Theresa. "Exploring Career Plateau as a Multi-faceted Phenomenon: Understanding the Types of Career Plateaux Experienced by Accounting Professionals." British Journal of Management 20, no. 4 (December 2009): 610–22. http://dx.doi.org/10.1111/j.1467-8551.2008.00608.x.

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Xie, Baoguo, Xun Xin, and Guanglin Bai. "Hierarchical plateau and turnover intention of employees at the career establishment stage." Career Development International 21, no. 5 (September 12, 2016): 518–33. http://dx.doi.org/10.1108/cdi-04-2015-0063.

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Purpose Applying the theory of work adjustment (TWA), the purpose of this paper is to investigate whether the effect of hierarchical plateau on the turnover intention of employees at the career establishment stage is mediated by job satisfaction and moderated by person-job fit. Design/methodology/approach A survey method was used and data were collected from 248 Chinese employees at the career establishment stage. Hierarchical regression analysis and moderated mediation analysis were used to test the hypotheses. Findings The results demonstrated that hierarchical plateau was positively related to the turnover intention of employees at the career establishment stage and that job satisfaction played a mediating role in the relationship. Person-job fit moderated the relationship between hierarchical plateau and job satisfaction, and the indirect effect of hierarchical plateau on turnover intention via job satisfaction. Originality/value This research offers new insights into the links between hierarchical plateau and employees’ work attitudes and withdrawal behaviour within the TWA. The results suggest that managers can lessen the negative effects of hierarchical plateau on employees’ attitudes and withdrawal behaviour by improving employees’ overall person-job fit.

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Corzine, Janice B., Gabriel Buntzman, and Edgar T. Busch. "Machiavellianism and Careers at Plateau." Psychological Reports 63, no. 1 (August 1988): 243–46. http://dx.doi.org/10.2466/pr0.1988.63.1.243.

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90 managers from a High-tech firm self-administered the Mach IV questionnaire. Analysis showed no significant difference between the more Machiavellian-oriented managers and their less Machiavellian peers on either of two dimensions. The High Machs were not promoted more often nor did they expect to be promoted more often than Low Machs in this study. Machiavellian tendencies were not related to ‘career plateauing.’

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Song, Gi R., Kyoung S. Kim, and Min W. Lee. "The curvilinear relationship between career plateauing and organizational citizenship behavior." Journal of Management & Organization 25, no. 6 (January 25, 2018): 914–35. http://dx.doi.org/10.1017/jmo.2017.49.

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AbstractAccording to social exchange theory, the motivation for organizational citizenship behavior can be understood with the help of the frameworks of obligation to reciprocate and expected reciprocity. This study predicts that the true motivation for organizational citizenship behavior could be differentiated conditional on the career plateau. These relationships predict the existence of a U-shaped nonlinear relationship between the career plateau and organizational citizenship behavior. In addition to exploring this relationship, the study attempted to discover the effect of organizational commitment and job involvement on the relationship. As a result, a U-shaped curvilinear relationship is applied between career plateau and four dimensions of organizational citizenship behavior except civic virtue. Commitment and involvement show unexpected moderating effects on those curved relationships.

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Tremblay, Michel, and Alain Roger. "Individual, Familial, and Organizational Determinants of Career Plateau." Group & Organization Management 18, no. 4 (December 1993): 411–35. http://dx.doi.org/10.1177/1059601193184003.

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Sijabat, Rauly. "PERAN CAREER PLATEAU DAN KEPUASAN KERJA DALAM MEMBENTUK TURNOVER INTENTION." JURNAL BISNIS STRATEGI 26, no. 2 (January 18, 2018): 163. http://dx.doi.org/10.14710/jbs.26.2.163-179.

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High employee turnover rates are a classic problem that companies often encounter. The high turnover intensity can create instability and uncertainty about the condition of the workforce and the company itself. The results of previous research studies that have not been conclusive, led this study to examine the turnover intention with the career plateau approach and job satisfaction.Model and hypotheses were tested using primary data obtained through interviews using questionnaires on 100 respondents. The data obtained are then analyzed by using Structural Equation Modeling (SEM) analysis technique. The result of statistic test showed that career plateau proved to have a significant negative effect on job satisfaction, the career plateau proved to have a significant positive effect on turnover intention, and job satisfaction had a negative effect on turnover intention.

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Ko, Jeonga, and Heeyoung Kim. "Relationship between Career Plateau, Career Planning, Social Support, and Turnover Intention in Nurses." Journal of Korean Academy of Nursing Administration 24, no. 1 (2018): 97. http://dx.doi.org/10.11111/jkana.2018.24.1.97.

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Ha, Jong-Chul, and Hyeon-Suk Park. "Effect of regional public corporation women employee's career plateau upon subjective career success." Journal of Industrial Distribution & Business 9, no. 10 (October 31, 2018): 51–61. http://dx.doi.org/10.13106/ijidb.2018.vol9.no10.51.

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Lee, Joo-Hee, and Soo-Bum Lee. "The effects of organizational and personal factors on career plateau and turnover intention: Focused on the mediating effect of career plateau." Korean Journal of Hospitality & Tourism 29, no. 1 (January 31, 2020): 113–31. http://dx.doi.org/10.24992/kjht.2020.01.29.01.113.

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Lin, Weipeng, Yiling Jin, Xianghan Zhan, and Jianfeng Jia. "When Ethical Leadership is Not Effective: Moderating Roles of Career Age and Career Plateau." Academy of Management Proceedings 2020, no. 1 (August 2020): 18706. http://dx.doi.org/10.5465/ambpp.2020.18706abstract.

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Hassan, Asmaa, Abeer Zakaria, and Awatef Kassem. "EFFECT OF CAREER PLATEAU ON HEAD NURSES' CAREER AND JOB SATISFACTION, AND TURNOVER INTENTION." Mansoura Nursing Journal 7, no. 2 (July 1, 2020): 18–31. http://dx.doi.org/10.21608/mnj.2020.179748.

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Yang, Wei-Ning, Karen Niven, and Sheena Johnson. "Career plateau: A review of 40 years of research." Journal of Vocational Behavior 110 (February 2019): 286–302. http://dx.doi.org/10.1016/j.jvb.2018.11.005.

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Jung, Ji-hyun, and Jinkook Tak. "The Effects of Perceived Career Plateau on Employees' Attitudes." Journal of Career Development 35, no. 2 (December 2008): 187–201. http://dx.doi.org/10.1177/0894845308325648.

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Basavaraj, Santosh, and Rekha Hitha Aranha. ""Workplace ostracism, complacency and career plateau – impediment in the career path of a dignified clerk"." Emerald Emerging Markets Case Studies 11, no. 1 (February 16, 2021): 1–22. http://dx.doi.org/10.1108/eemcs-12-2019-0340.

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Learning outcomes The case study intends to depict the career plateau of an old committed and loyal employee of an organization. The deliberation on the case enables participants to understand the vitality of career planning for employees and organizations. The case helps to develop reflections on workplace ostracism, to arrive at the solutions to address the issues of career planning, to value the experience of the employee and give him a sense of satisfaction. Overall, to understand the importance of career planning for applying HR and OB concepts at the workplace. Case overview/synopsis It is an account of a real scenario in the automation industry, with slight modifications to hide the identity. The essence of the case study is when a loyal employee is branded as a “dignified clerk” and gets a feeling of ostracism. The employees’ makes the organization, terminations because of outdated skills shall be a debatable topic. However, such practices have a profound impact on the other employees who stays in the organization and affect their productivity level. Career adaptability helps to overcome termination issues; adaptability is a psychological process of assisting an individual in coping with the challenges of automation technologies (Zhang Wenguang et al., 2019), it is a process of showing concerns, providing controls, solving curiosity and developing confidence during the transition process. When technologies are implemented the employer needs to address specific challenges access to technology, access to information, provide required skills and competencies to use technology, integrate people, these challenges support the successful implementation of technology (Kettunen and Sampson Jr., 2019). Career planning is a joint effort of employee and employer that sets the development target and path; the process sets demands for both the parties; it places an irreplaceable role for individual growth and corporate strategy (Zhai Meng et al., 2018). The Findings are the frequent review of job analysis and career planning that are critical for the organization's success; if done inappropriately, it would make one's roles obsolete. The critical implications of this case are the essence of career planning and the upskilling of employees. The case is useful for teaching job analysis, career planning concepts. The story is original and explains the transition of an automation industry from labor to capital intensive. The transition to automation makes a loyal employee feel ostracized due to a lack of skill sets. Complexity academic level Post graduate students studying in business and management and working professional of human resources can use this case. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human resource management.

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Foster, Benjamin P., Subhash Lonial, and Trimbak Shastri. "Mentoring, Career Plateau Tendencies, Turnover Intentions And Implications For Narrowing Pay And Position Gaps Due To Gender Structural Equations Modeling." Journal of Applied Business Research (JABR) 27, no. 6 (October 27, 2011): 71. http://dx.doi.org/10.19030/jabr.v27i6.6467.

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This study analyzed responses to career-related questions from a survey of experienced Canadian Certified Management Accountants (CMAs), relative experts in the field of management accounting, to address how mentoring affects turnover intentions and career plateau tendency of male and female accounting professionals in industry. In this regard, we used structural equations modeling to build and test a framework illustrating the impact of mentoring and career-related factors. Results indicate that fostering a mentoring environment within an organization can strengthen CMAs perceptions of their careers and employers. Mentoring has also been suggested to enhance womens opportunities to advance in organizations and help women break the glass ceiling. Analyses of data relating to compensation in 2007 and 2009 for a sample of female and male CEOs and operating performance of companies led by these CEOs for these years indicate that, that compensation gaps due to gender appear to be narrowing at the top management level.

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Xie, Baoguo, Xinxin Lu, and Wenxia Zhou. "Does Double Plateau Always Lead to Turnover Intention? Evidence From China With Indigenous Career Plateau Scale." Journal of Career Development 42, no. 6 (April 12, 2015): 540–53. http://dx.doi.org/10.1177/0894845315580642.

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Ha, Sunyoung, and Jeeyon Paek. "An Empirical Study on the Antecedents of Secretary’s Career Plateau." JOURNAL OF SECRETARIAL STUDIES 28, no. 1 (March 31, 2019): 57–90. http://dx.doi.org/10.35605/jss.2019.03.28.1.57.

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Cao, Rujiao, and Byron Y. Lee. "Stuck in My Career: Hierarchical plateau and knowledge territorial behavior." Academy of Management Proceedings 2018, no. 1 (August 2018): 16189. http://dx.doi.org/10.5465/ambpp.2018.16189abstract.

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Uysal, H. Tezcan, and Fatma Yilmaz. "Procrastination in the workplace: The role of hierarchical career plateau." Upravlenets 11, no. 3 (July 10, 2020): 82–101. http://dx.doi.org/10.29141/2218-5003-2020-11-3-7.

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Workplace procrastination adversely affects any company’s activity. The purpose of the research is to examine the hierarchical career plateau (HCP) perceived by the employees and the workplace procrastination (WP) variables, and to determine the role of the HCP, if any, in WP of employees. The methodological framework of the research includes career development theory and rational emotive behavior theory. Utilizing the screening model and survey technique, the data were obtained from 367 employees in Zonguldak location of Turkey. To evaluate the data, the authors use the methods of statistical and econometric analysis (confirmatory factor analysis, correlation analysis, regression analysis, Independent Sample T test and One-Way ANOVA Test), as well as the face-to-face survey method. According to the research findings, there is a positive correlation between the HCP and WP, and 1-unit increase in the HCP results in an increase of 0.751 units in the WP behavior. In terms of socio-demographic factors of workers, the study shows that WP does not differ significantly according to gender, age, education level, income level, job sector and work experience. The research results indicate that the HCP is among the primary factors influencing the timely performance of official duties. The theoretical and practical significance of the study is to minimize employees’ unwanted work behavior and contribute to the HCP and WP literature.

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Tremblay, Michel, Alain Roger, and Jean-Marie Toulouse. "Career Plateau and Work Attitudes: An Empirical Study of Managers." Human Relations 48, no. 3 (March 1995): 221–37. http://dx.doi.org/10.1177/001872679504800301.

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Maranville, Steven. "Becoming a Scholar: Everything I Needed to Know I Learned on Sabbatical." Higher Learning Research Communications 4, no. 1 (March 7, 2014): 4. http://dx.doi.org/10.18870/hlrc.v4i1.163.

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<p>This manuscript discusses matters of professional development for tenured business professors at teaching-oriented universities. These faculty members are at particular risk of a career plateau accompanied by diminished productivity and satisfaction. Employing autoethnographic methods, the author reflects on his personal experience and posits initiatives for career revitalization.</p>

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Kim, SungDuck, and YoungJun Choi. "Effects of Career Plateau of university athletes on Athlete stress, Exercise immersion, and Career Transition Intention." Journal of Korean Society of Sport Policy 18, no. 3 (August 31, 2020): 77–91. http://dx.doi.org/10.52427/kssp.18.3.6.

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Van Laer, Koen, and Maddy Janssens. "Agency of ethnic minority employees: Struggles around identity, career and social change." Organization 24, no. 2 (September 20, 2016): 198–217. http://dx.doi.org/10.1177/1350508416664143.

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Going beyond recent studies emphasizing the ‘successful’ nature of ethnic minorities’ agency, this qualitative study offers an in-depth analysis of the tensions and contradictions inherent to ethnic minority employees’ agency. To conceptualize agency, we draw on the resistance literature and adopt the notion of struggle, which stresses the dynamic and often contradictory interplay between power and resistance in everyday experiences and actions. Based on 26 in-depth interviews with ethnic minority professionals, our study highlights three main agentic strategies individuals use in relation to discourses of ethnicity: rejecting, redefining and adopting discursively available subject positions. Yet, these strategies are characterized by inherent tensions and contradictions, as all three involve both resistance and compliance, simultaneously challenging and reproducing discourses of ethnicity and relations of power. Our study further suggests that the tensions and contradictions inherent to ethnic minority employees’ agency can be linked to individuals’ involvement in struggles on three interconnected plateaux: the plateaux of identity, career and social change. Tensions arise as struggles on these plateaux come into conflict, forcing individuals to make important trade-offs. Finally, our study contributes to the resistance literature, reinterpreting the current debate on the prevalence of ‘banal’ forms of resistance as linked to its tendency to study (ethnic) majority individuals who have the privilege of focusing their agentic strategies on the plateau of identity.

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Testa, Edward J., Jeremiah T. Lowe, Surena Namdari, Robert J. Gillespie, Benjamin W. Sears, Peter S. Johnston, and Andrew Jawa. "Operative duration-based learning period analysis for reverse and total shoulder arthroplasty: A multicenter study." Shoulder & Elbow 12, no. 1_suppl (November 14, 2018): 23–30. http://dx.doi.org/10.1177/1758573218811635.

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Background A surgical learning period may be quantified after which operative duration is significantly reduced. We sought to retrospectively quantify and compare surgeon’s learning experience for total shoulder arthroplasty and reverse shoulder arthroplasty. Methods We reviewed 2055 shoulder arthroplasty cases from 2011 to 2015 for four early-career and four later-career fellowship-trained shoulder surgeons from four institutions. We plotted consecutive case number versus operative time for each surgeon separately for total shoulder arthroplasty or reverse shoulder arthroplasty. Two-step regression approach was used to determine a plateau point or end of the learning period. Additionally, the mean annual volume of reverse shoulder arthroplasty and total shoulder arthroplasty for each surgeon was plotted against mean surgery duration. Early- and later-career surgeons were compared with regression analysis. Results Early-career surgeons demonstrated a significant decrease in operative time with increasing annual case volume for reverse shoulder arthroplasty ( p = 0.01; m = −1.1) and total shoulder arthroplasty ( p = 0.02; m = −0.8). Three of four early-career surgeons reached a plateau point for either reverse shoulder arthroplasty or total shoulder arthroplasty between 12 and 86 cases. Conclusion For only early-career surgeons, higher case volume yields decreased operative duration, with improvement more pronounced for reverse shoulder arthroplasty compared to total shoulder arthroplasty. Though the learning period varies, it may be fewer than 90 cases.

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Hyun, Young-Sup. "The Moderated Effects of SDL and Saocial Supports on the Relationship between Career Plateau and Career Planning." Korean Journal of Human Resource Development Quarterly 12, no. 2 (May 2010): 45–65. http://dx.doi.org/10.18211/kjhrdq.2010.12.2.003.

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Hyeyoung Park. "A Study on the impact of career plateau on career committment and turnover intension of airline flight attendants." E-Business Studies 15, no. 4 (August 2014): 405–24. http://dx.doi.org/10.15719/geba.15.4.201408.405.

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Baker, David. "Peripatetic music teachers approaching mid-career: a cause for concern?" British Journal of Music Education 22, no. 2 (July 2005): 141–53. http://dx.doi.org/10.1017/s026505170500611x.

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This article discusses music service teachers' notions of pedagogical competence and occupational prospects as they approach mid-career. Respondents were drawn from a comprehensive life history study of 28 Local Education Authority employees. Of this larger cohort, 20 individuals contributed to findings discussed here. Data were collected and analysed between October 2002 and March 2004. Findings suggest a critical phase between 36 and 42 years of age. The episode entails reaching a professional apex, plateau or crisis in light of high pedagogical efficacy and career limitations. It culminates in a transformation of self-identity. Owing to respondents' unease about this period, the career structure of music service teachers is questioned.

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YAMAMOTO, Hiroshi. "The Relationship Between Career Plateau Phenomena and Employees' Causal Attribution toward Promotion." Japanese Journal of Administrative Science 16, no. 1 (2002): 1–14. http://dx.doi.org/10.5651/jaas.16.1.

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Chao, Georgia T. "Exploration of the Conceptualization and Measurement of Career Plateau: A Comparative Analysis." Journal of Management 16, no. 1 (March 1990): 181–93. http://dx.doi.org/10.1177/014920639001600113.

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Savery, Lawson K., and Dianne L. Wingham. "Coping with the Career Plateau: Motivators for Directors of Child‐care Centres." Leadership & Organization Development Journal 12, no. 2 (February 1991): 17–19. http://dx.doi.org/10.1108/01437739110140063.

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