摘要
职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。(1)层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;(2)内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;(3)中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响。
A number of theoretical models suggested that continued constant mobility is an important source of satisfaction and motivation. It has been shown that the perception of mobility have an influence on employee attitudes about his job and organization. Since Ference put forward career plateau, a lot of literature about career plateau had come forth. Many researchers in the field focused on the effects of career plateau on work attitudes, such as job satisfaction, organizational commitment, performance, work involvement and intention to quit. But the literature in this area includes a multitude of contradictory conclusions about the attitudes of those who have attained career plateau and those who have not, With development of Chinese society, career plateau is becoming an important task of organizational career management. But, the empirical study on consequences of career plateau is scarcity in Chinese culture. Hence, our study focuses on three possible consequences of career plateau： job satisfaction, organizational commitment and intention to quit, using the method of quantitative research.
Career plateau questionnaire was developed by ourselves. It was composed of three dimensions： hierarchal plateau, content plateau and inclusive plateau. The instruments which measured employee＇s work attitudes included Minnesota satisfaction questionnaire, or~.nizational commitment questionnaire and turnover intention questionnaire. Sampling has been carried out twice. The 219 valid data from 4 different enterprises was collected, in order to develop career plateau questionnaire by using the exploratory factor analysis. The 288 samples from 4 different enterprises was collected, in order to test the validate and reliability of career plateau questionnaire. The relationship between job satisfaction, organizational commitment and turnover intention was analyzed, based on the 288 samples.
The results indicated： （1） hierarchal plateau had no effect on job satisfaction and organizational commitment, but could increase the likelihood of turnover. However, the relationship between hierarchal plateau and turnover intention was moderated by or~.nizational tenure. （2） content plateau had negative effect on job satisfaction, organizational commitment. Moreover, it also could increase the likelihood of turnover. （3） inclusive plateau had negative effect on job satisfaction and organizational commitment, but no effect on turnover intention significantly.
The primary theoretical contribution of the research is that career plateau was proved to have a significant impact on work attitudes of employees in the context of Chinese culture. The second theoretical contribution of the research is that clarified the specific relationship between career plateau and job satisfaction, organizational commitment and turnover intention, providing a theoretical guidance for the organizational career management.
出处
《心理学报》
CSSCI
CSCD
北大核心
2008年第8期927-938,共12页
Acta Psychologica Sinica
基金
国家自然科学基金资助项目(项目号:70671046)
关键词
职业生涯高原
工作满意度
组织承诺
离职意愿
career plateau, job satisfaction, organizational commitment, turnover intentions.
