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Chang PC, Geng X, Cai Q. The Impact of Career Plateaus on Job Performance: The Roles of Organizational Justice and Positive Psychological Capital. Behav Sci (Basel) 2024; 14:144. [PMID: 38392497 PMCID: PMC10886406 DOI: 10.3390/bs14020144] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/31/2023] [Revised: 02/13/2024] [Accepted: 02/16/2024] [Indexed: 02/24/2024] Open
Abstract
Previous studies suggest that career plateaus have detrimental effects on employees' satisfaction and performance. Psychological distress generated by career plateaus hinders organizations from achieving the United Nations' Sustainable Development Goals (UNSDGs) of 'health and well-being at work' (SDG-3) and 'decent work' (SDG-8). How to mitigate the negative impact of career plateaus becomes the key to enhancing sustainable well-being at work. However, the influencing mechanisms of career plateaus have not been fully discussed, especially regarding employees' psychological processes. Drawing on the equity theory and the conservation of resource theory, this study examines the influence mechanism of career plateaus on employee job performance via organizational justice, with positive psychological capital moderating the process. Mplus and the Process macro for SPSS are adopted to conduct confirmatory factor analysis and regression analyses. Building on 368 supervisor-employee paired questionnaires with an average of eight employees per supervisor, empirical results indicate that employees who encounter career plateaus reduce their perceived organizational justice to discourage them from performing well in their jobs. Positive psychological capital, however, mitigates the negative effects of career plateaus on perceived organizational justice and the indirect effects of career plateaus on job performance through organizational justice. Theoretically, this study advances our understanding of the influence mechanism of career plateaus on employees' job performance. Practical implications are also drawn for organizations to alleviate the negative impact of career plateaus to promote sustainable well-being at work.
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Affiliation(s)
- Po-Chien Chang
- School of Business, Macau University of Science and Technology, Macau 999078, China
| | - Xinqi Geng
- School of Business, Macau University of Science and Technology, Macau 999078, China
| | - Qihai Cai
- School of Business, Macau University of Science and Technology, Macau 999078, China
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Zhu H, Li M. Developing a prediction model of career plateau for nurses: A cross-sectional study. Nurs Open 2023; 10:7631-7638. [PMID: 37803919 PMCID: PMC10643830 DOI: 10.1002/nop2.2002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/29/2022] [Revised: 09/08/2023] [Accepted: 09/13/2023] [Indexed: 10/08/2023] Open
Abstract
AIM The study aimed to understand the current situation regarding career plateaus experienced by nurses. The objectives were to analyze factors influencing career plateau, and develop a prediction model for career plateau for nurses. DESIGN A cross-sectional survey was conducted using convenience sampling. METHODS Participants were 2680 nurses from six tertiary hospitals. Univariable and multivariable logistic regression analyses were carried out to investigate the influencing factors and develop a prediction model of career plateau. RESULTS The overall incidence rate of nurses reaching a career plateau was 34%. Logistic regression analysis showed that age, position, whether specialized nurses, life satisfaction, organizational support, personal ability and selection tendency were the factors influencing career plateau. The prediction model indicates that older nurses are more likely to reach a career plateau than their younger counterparts, and those who think they have strong personal ability and do not value their work very much are more likely to have a career plateau. Giving nurses more promotion space and learning opportunities, improving life satisfaction, and organizational support are conducive to reducing the occurrence of career plateau.
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Affiliation(s)
- Hongmei Zhu
- Peking University International HospitalBeijingChina
| | - Mingzi Li
- Peking University School of NursingBeijingChina
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Perceived Causes of Career Plateau in the Public Service. ADMINISTRATIVE SCIENCES 2023. [DOI: 10.3390/admsci13030073] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/06/2023] Open
Abstract
The purpose of this paper was to develop a better understanding of the causes of career plateau in the public service, focusing on 67 people who we determined to be career plateaued. Our interviews identified examples of incidents describing successes and interruptions in careers in developing an overall picture of the reasons for people being plateaued. We identified ten themes, which were grouped into three areas: deficiencies in experience, skills and education (four themes); competition skills (four themes); and perceptions of favoritism and discrimination (two themes). In addition to feeling plateaued because of the inability to demonstrate experience, education, and knowledge, many people offered examples of being plateaued because of the lack of interviewing skills or evidence of favoritism and discrimination. Those who are plateaued because of favoritism or discrimination verbalize feelings of disgust and frustration and illustrate a tendency to become less engaged with their work. We think that the negative impacts of favoritism or systemic discrimination have important implications because they are likely to have an impact on employees and their engagement in their work and life. However, as our results are based a sample of 67 government employees in the Canadian public service, they require verification in other settings.
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Jin Y, Lu N, Deng Y, Lin W, Zhan X, Feng B, Li G. Becoming reluctant to share? Roles of career age and career plateau in the relationship between ethical leadership and knowledge sharing. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-04357-y] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/26/2023]
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Debus ME, Körner B, Wang M, Kleinmann M. Reacting to Perceived Overqualification: Uniting Strain-Based and Self-Regulatory Adjustment Reactions and the Moderating Role of Formal Work Arrangements. JOURNAL OF BUSINESS AND PSYCHOLOGY 2023; 38:411-435. [PMID: 36694852 PMCID: PMC9852809 DOI: 10.1007/s10869-022-09870-8] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 12/17/2022] [Indexed: 06/17/2023]
Abstract
Thus far, research on perceived overqualification has focused on either maladaptive, strain-based versus more adaptive, self-regulatory reactions in isolation. Following person-environment fit theory, we seek to advance this one-sided focus by uniting both types of adjustment reactions and to consider their implications for perceived person-job fit, and performance and wellbeing outcomes. In line with theory, we also examine contextual boundary conditions in the form of indicators of formal work arrangements (i.e., permanent vs. temporary employment contract and job tenure). Utilizing three-wave data from 453 employees, we found that perceived overqualification indirectly and sequentially related to decreases in task performance, organizational citizenship behavior and job satisfaction via anger toward employment situation and lower levels of perceived person-job fit-thus reflecting the strain-based pathway. For the self-regulatory pathway, findings did not align with our initial proposition that the positive relationship between perceived overqualification and work organization (a form of structural job crafting whereby employees improve their work processes) would be weaker among temporary employees and those with longer tenure. Instead, having a temporary employment contract or having longer job tenure resulted in a negative relationship between perceived overqualification and work organization, which further contributed to a decrease in performance and satisfaction via lower levels of perceived person-job fit. Our study highlights the demotivating role of a temporary employment contract and long job tenure for overqualified employees to reorganize their work. In discussing our findings, we point to the importance of job stage and develop recommendations for managing overqualified employees.
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Affiliation(s)
| | | | - Mo Wang
- University of Florida, Gainesville, FL 32611 USA
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Feenstra-Verschure MT, Kooij D, Freese C, Van der Velde M, Lysova EI. “Locked at the job”: a qualitative study on the process of this phenomenon. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-06-2022-0154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/24/2022]
Abstract
PurposeMany employees experience a “locked at the job” situation and are not satisfied with their current job and at the same time, perceive limited job opportunities. This study examines the process that individuals who experience locked at the job go through and the coping mechanisms individuals use.Design/methodology/approachA total of Thirty in-depth interviews were conducted. Of the participants, 12 were locked at the job at the time of the interview and 18 participants experienced locked at the job in the past.FindingsThe authors identified three phases. Regarding the first phase “becoming locked at the job,” various individual and work environmental causes could be identified. In the second phase “being locked at the job,” the authors identified three levels: low-, medium- and high-locked individuals. Emotion-regulated coping strategies were mainly reappraisal, positive distraction and behavioral avoidance. The third phase “ending locked at the job” revealed that a locked at the job situation often comes to an end either by taking control independently or by external force. Especially, the role of the direct supervisor was decisive during the entire locked at the job process.Practical implicationsIn the practical implications, the authors suggest to discuss locked at the job throughout the entire workplace and create an open culture acknowledging that individuals may find themselves in such a situation.Originality/valueTo date, no qualitative study has been conducted before from this perspective. Therefore, it is extremely important to look at this relatively unknown phenomenon from this perspective.
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Depleted dedication, lowered organisation citizenship behaviours, and illegitimate tasks in police officers. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2021.68] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
Abstract
This study builds on the relatively limited work examining police officer identity, dedication, and organisation citizenship behaviours (OCB), by connecting illegitimate tasks to these outcomes. From the textual analysis of focus group responses by members of an Australian state police service, a clear social identity of ‘copper’ emerged among constables, and when this copper identity was threatened, the constables' dedication and levels of OCB depleted. The most serious threat to that identity was the need to perform illegitimate tasks based on perceived time-wasting activities. However, a new negative phenomenon, tasks reducing professional discretion, emerged as a third type of illegitimate task. The study also indicates that future studies of police dedication and OCB depletion need to consider the negative socio-political aspects of managerialism.
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Hu C, Zhang S, Chen YY, Griggs TL. A meta-analytic study of subjective career plateaus. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2021.103649] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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The Impact of Career Plateau on Job Burnout in the COVID-19 Pandemic: A Moderating Role of Regulatory Focus. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031087. [PMID: 35162110 PMCID: PMC8834611 DOI: 10.3390/ijerph19031087] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/27/2021] [Revised: 12/23/2021] [Accepted: 01/15/2022] [Indexed: 02/04/2023]
Abstract
This study reviewed the mental health problems experienced by office workers exposed to new kinds of work stress, career plateau, and job burnout, due to no-contact teleworking during the COVID-19 pandemic. Human beings tend to evaluate their own qualities to determine their own superiority by comparing themselves with others. Appropriate social comparison helps to promote self-understanding and boost self-esteem. However, in the case of no-contact remote working, where the amount of time spent alone is drastically increased, the information obtained from such social comparisons is naturally insufficient, resulting in the perception of reaching a career plateau. Prolonged anxiety and a sense of helplessness have been shown to cause job burnout; however, so far, few studies have examined career plateau as an antecedent factor for job burnout. This study also considered the moderating effect of regulatory focus in order to closely examine the effect of career plateau on job burnout. According to the regulatory focus theory, differences appear in various psychological processes, such as human choices, judgments, motivations, and attitudes, determined by whether individuals adopt a promotion focus or a prevention focus. This study aimed to verify whether regulatory focus operates in a conditional context, in the process of job burnout following career plateau, to change the magnitude and direction of the influence of career plateau. To this end, a hierarchical regression analysis was performed by collecting data from 202 people working for three Korean companies. As a result of the analysis, it was found that the career plateau had a significant effect on job burnout. This direct effect was still significant even after considering the interaction with regulatory focus. In addition, promotion focus was found to have a negative moderating effect, while prevention focus had no effect on the influence of career plateau on job burnout. This study demonstrated that the negative effects of career plateau, which have been presented in various ways in academia, lead to job burnout under the non-face-to-face teleworking systems implemented due to the COVID-19 pandemic, and suggested that promotion focus can play a positive role in alleviating this dynamic.
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Tremblay M. Understanding the dynamic relationship between career plateauing, organizational affective commitment and citizenship behavior. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103611] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/22/2022]
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Zhu H, Xu C, Jiang H, Li M. A qualitative study on the experiences and attributions for resigned nurses with career plateau. Int J Nurs Sci 2021; 8:325-331. [PMID: 34307782 PMCID: PMC8283717 DOI: 10.1016/j.ijnss.2021.05.006] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2020] [Revised: 04/21/2021] [Accepted: 05/21/2021] [Indexed: 10/26/2022] Open
Abstract
Objectives This study seeks to understand the experiences of nurses who resigned because of limited available career development opportunities and of the possible reasons for their resignation. Methods Semi-structured interviews were conducted with nine clinical nurses who experienced limitations in the development of their careers and consequently left their jobs to elicit their feelings and reasons for leaving. The content analysis was used to analyze the interview data. Results Two themes and four subthemes relating to the experiences and attributions of former nurses were identified. Nurses who experienced career plateau were disappointed with the current work and uncertainty about the future. The attribution of career plateau lies in unsatisfied personal needs and the absence of organizational support. Conclusions Nurses had strong career plateau experiences before they left, and it caused a series of negative feelings in their practice. Establish a clear career development path and multi-dimensional support from the organization may be helpful to reduce the occurrence of career plateau, thus increasing the retention of nurses.
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Affiliation(s)
- Hongmei Zhu
- Peking University International Hospital, Beijing, China
| | - Chunjuan Xu
- Peking University International Hospital, Beijing, China
| | - Hua Jiang
- Peking University School of Nursing, Beijing, China
| | - Mingzi Li
- Peking University School of Nursing, Beijing, China
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Moin MF, Wei F, Khan AN, Ali A, Chang SC. Abusive supervision and job outcomes: a moderated mediation model. JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2021. [DOI: 10.1108/jocm-05-2020-0132] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance commitment in this process.Design/methodology/approachThe authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.FindingsThe analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.Practical implicationsThis study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.Originality/valuePrior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.
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Spurk D. Vocational behavior research: Past topics and future trends and challenges. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103559] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Career Mentoring and Job Content Plateaus: The Roles of Perceived Organizational Support and Emotional Exhaustion. JOURNAL OF CAREER DEVELOPMENT 2020. [DOI: 10.1177/0894845320946399] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The study aims to shed light on whether mentoring may help protégés decrease their perception of job content plateaus. Based on the conservation of resources theory, career mentoring could be an effective resource in decreasing job content plateaus and alleviating the resulting emotional exhaustion. The study also proposes that perceived organizational support (POS) can be an organizational resource for protégés, strengthening the effects of career mentoring in addressing the problem of job content plateaus and ensuing emotional exhaustion (via job content plateaus). Two-wave data were collected from a sample of 353 protégés in Germany. Results showed that career mentoring was negatively related to emotional exhaustion through job content plateaus. Moreover, high POS strengthened the effects of career mentoring, directly in dealing with the issue of job content plateaus and indirectly for emotional exhaustion. Important theoretical and practical implications for mentoring and career plateau research are discussed.
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Greenhaus JH. Employee Mobility in the Context of Sustainable Careers. ADVANCES IN STRATEGIC MANAGEMENT-A RESEARCH ANNUAL 2020. [DOI: 10.1108/s0742-332220200000041006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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