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Article
Publication date: 13 January 2021

Harleen Kaur and Rajpreet Kaur

Very little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research…

Abstract

Purpose

Very 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/approach

It 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.

Findings

The 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 implications

The 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/value

The current study is the first to test the intervening effect of proactivity in career adaptability and job outcomes relationships via job content plateau.

Details

Higher Education, Skills and Work-Based Learning, vol. 11 no. 4
Type: Research Article
ISSN: 2042-3896

Keywords

Article
Publication date: 24 October 2008

Marjorie Armstrong‐Stassen

The purpose of this paper is to identify personal and work environment factors associated with the experience of job content plateauing among older workers.

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Abstract

Purpose

The purpose of this paper is to identify personal and work environment factors associated with the experience of job content plateauing among older workers.

Design/methodology/approach

Two cross‐sectional studies, each including two samples, were conducted. In each study, one sample consisted of a diverse group of older workers and the other sample was composed of older nurses.

Findings

Work centrality and learning self‐efficacy were significantly negatively related to job content plateauing especially for older managerial and professional employees. Perceived organizational support and perceived respect from the organization, supervisor, and work group members were significantly negatively related to job content plateauing for both the diverse group of older workers and older nurses.

Research limitations/implications

The average level of job content plateauing was below the scale midpoint, suggesting older workers who are most susceptible to job content plateauing may have already exited the labor force. Future research is needed to identify variables that mediate the relationship between personal and work environment factors and job content plateauing.

Practical implications

Employers need to ensure that older workers with high work centrality and learning self‐efficacy are provided with challenging jobs that foster learning new skills. Equally important is to signal to older workers that they are valued and respected through HR practices targeted at older employees and respectful treatment from their supervisor and work group members.

Originality/value

This paper identifies personal and work environment factors not previously examined in relation to job content plateauing with a specific focus on older workers.

Details

Career Development International, vol. 13 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 10 November 2020

Yi-chun Lin and Angela Shin-yih Chen

Career plateau is a major concern for many seasoned employees because they often stay in the same position longer than expected and over time begin to lack job challenges…

Abstract

Purpose

Career plateau is a major concern for many seasoned employees because they often stay in the same position longer than expected and over time begin to lack job challenges. This phenomenon is now considered a normal stage in career development. The purpose of this study is to test the effects of two types of career plateau: hierarchical and job content on career commitment (career identity, career insight and career resilience), along with the mediating effect of perceived external employability. We also determined in the moderated mediation model if Super's (1957) three career stages amplify and attenuate the indirect effect of hierarchical/job content plateau on career commitment (career identity, career insight, career resilience) via perceived external employability.

Design/methodology/approach

We tested the hypotheses with survey data collected from a convenience sample of 472 white-collar full-time employees who also studied in the MBA and continuing education program in five large universities in Taiwan (77% return rate).

Findings

The mediation model result showed that perceived external employability partially and negatively mediated the influence of hierarchical plateaus on career commitment (career identity, career insight and career resilience). Perceived external employability partially and negatively mediated the influence of job content plateaus on career identity and career insight but fully and negatively mediated on career resilience. The result of the moderated mediation model also demonstrated that only employees in the trial stage had influences on the mediation relationships among the hierarchical plateau, perceived external employability and career commitment with its two dimensions of career identity and career insight only other than those in the stabilization and maintenance stages.

Practical implications

The findings of this study can benefit career management scholars and practitioners since they promote a better understanding of the career management practices that are relevant for seasoned employees who are valued for their knowledge, experience and expertise when encountering the three career stages.

Originality/value

Drawing on the conservation of resources (COR) theoretical perspective, we fill the gap in the literature by proposing perceived external employability as a mediator in the link between career plateau and career commitment and generalize the results to plateaued employees at the different career stages.

Article
Publication date: 18 June 2018

Yi-chun Lin, Angela Shin-yih Chen and Yu-ting Lai

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…

Abstract

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.

Details

Personnel Review, vol. 47 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 26 October 2010

Vathsala Wickramasinghe and Mayura Jayaweera

The purpose of this paper is to examine the effect of career plateau (hierarchical plateau and job content plateau) and supervisory career support on career satisfaction.

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Abstract

Purpose

The purpose of this paper is to examine the effect of career plateau (hierarchical plateau and job content plateau) and supervisory career support on career satisfaction.

Design/methodology/approach

A random sample of 119 IT professionals employed full‐time in offshore outsourced IT firms in Sri Lanka responded. Multiple regression was used for the data analysis.

Findings

Supervisory career support significantly predicts career satisfaction. However, hierarchical plateau and job content plateau do not significantly predict career satisfaction.

Originality/value

Although IT employees attached to the offshore IT firms may be identified as a unique population worthy of empirical investigation, details on how they actually manage their careers remain obscure. The findings of the study provide interesting implications for individuals' career satisfaction and will be a source of general guidance in stimulating future research in this area.

Details

Career Development International, vol. 15 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 14 April 2014

Hila Hofstetter and Aaron Cohen

The study aims to elucidate the relationship between five work experiences or conditions (age-related stereotypes, perceived organizational support [POS], coworker…

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Abstract

Purpose

The study aims to elucidate the relationship between five work experiences or conditions (age-related stereotypes, perceived organizational support [POS], coworker support, career satisfaction, and reaching a job plateau) and two different organizational withdrawal intentions – early retirement and turnover – in light of trends to abolish or increase the mandatory retirement age in Israel and elsewhere in the Western world.

Design/methodology/approach

The study is based on a survey of a heterogeneous age sample of 170 unionized employees working in medium-sized Israeli industrial firms.

Findings

POS and perceived age stereotypes were negatively related to early retirement intentions and not to turnover intentions. Job plateau was found to be related to the other work-related variables, with the exception of coworker support, and also was found to be a strong mediator between these variables and employees ' turnover intentions, and a partial mediator between the variables and early retirement intentions.

Practical implications

The study suggests a managerial focus on the person-job fit over time as a tool for reducing employees ' turnover intentions, and encouraging continued employee development as a way to reduce early retirement intentions.

Originality/value

The study focuses on the potential role of correctable contextual characteristics in triggering withdrawal responses, in light of the aging of the workforce.

Details

Personnel Review, vol. 43 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 20 September 2011

Vathsala Wickramasinghe and Mayura Jayaweera

The purpose of this paper is explore career management strategies used by information technology (IT) professionals full‐time employed in offshore outsourced IT firms in…

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Abstract

Purpose

The purpose of this paper is explore career management strategies used by information technology (IT) professionals full‐time employed in offshore outsourced IT firms in Sri Lanka; and to evaluate those against hierarchical plateau, job content plateau, firm size, and individual demographic characteristics that may predict the use.

Design/methodology/approach

Survey methodology was used and a random sample of 119 IT professionals responded. Multiple regression was used for the data analysis.

Findings

Career management strategies used by IT professionals could be broadly categorised into four areas. Hierarchical career plateau and age significantly predict the use of career strategies.

Originality/value

The study provides useful information for both practitioners and academics to better understand career strategies used by IT professionals in managing their own careers and factors that predict the use of career strategies.

Details

Journal of Management Development, vol. 30 no. 9
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 May 2005

Marjorie Armstrong‐Stassen and Sheila Cameron

The labour force participation of older women has increased substantially in Canada. This study aims to examine the factors that are important to the career satisfaction…

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Abstract

Purpose

The labour force participation of older women has increased substantially in Canada. This study aims to examine the factors that are important to the career satisfaction of older managerial and professional women.

Design/methodology/approach

Managerial and professional women aged 50 and above completed a questionnaire assessing their career satisfaction, individual characteristics and organization‐related factors.

Findings

For managerial women, the significant predictors of career satisfaction were perceived as organizational support, job content plateauing, and health status. For professional women, the significant predictors of career satisfaction were perceived efforts by their organization to retain its older managerial and professional employees and job content plateauing.

Research limitations/implications

The findings are based on a small sample and the respondents were primarily employed in the public sector. Further research is needed using larger samples and a better representation from the private sector. Researchers also need to identify other factors that influence the career satisfaction of older managerial and professional women.

Practical implications

The career satisfaction of older managerial and professional women is heightened when they are challenged by their job and have an opportunity to learn and grow in their job. Beyond this, enhancing the career satisfaction of older managerial and professional women will require different approaches tailored specifically to each group.

Originality/value

Very little is known about the career‐related issues that are of special concern to older managerial and professional women. This study provides some insight into the differences between older managerial and professional women and the factors that contribute to their career satisfaction.

Details

Career Development International, vol. 10 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 12 September 2016

Baoguo Xie, Xun Xin and Guanglin Bai

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…

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Abstract

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.

Details

Career Development International, vol. 21 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 October 2006

Ronald J. Burke and Aslaug Mikkelsen

This study aims to examine the career plateau by comparing police officers having 15 or more years of service who had been promoted with police officers having 15 or more…

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Abstract

Purpose

This study aims to examine the career plateau by comparing police officers having 15 or more years of service who had been promoted with police officers having 15 or more years of service who had not.

Design/methodology/approach

Data were collected from 389 police officers in Norway using anonymously completed questionnaires, a 62 percent response rate.

Findings

Plateaued officers were younger, had less police tenure and were more educated than were non‐plateaued officers. Plateaued officers also reported less favorable work outcomes and greater cynicism. The two groups of officers indicated generally similar levels of psychological health suggesting that potential negative consequences of the career plateau were limited to the workplace.

Research limitations/implications

All data collected using self‐reports raising the possibility of common method bias. Study needs to be replicated in police forces in other countries.

Practical implications

Suggestions for reducing the negative effects of the career plateau are offered.

Originality/value

The study extends research on the career plateau to police organizations

Details

Policing: An International Journal of Police Strategies & Management, vol. 29 no. 4
Type: Research Article
ISSN: 1363-951X

Keywords

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