Understanding Career Plateaus and Their Relationship with Coworker Social Support and Organizational Commitment

Huaman-Ramirez, Richard; Lahlouh, Khaled

doi:10.1007/s11115-022-00621-0

Cited by 5 publications

(3 citation statements)

References 68 publications

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“…This means employees offer low work engagement while staying at a career plateau. This is consistent with many previous research results (Saks and Gruman 2011;Huaman-Ramirez and Lahlouh 2022). Thus, a significant negative relationship between career plateaus and work engagement may affect work engagement through other influencing factors.…”

Section: Discussionsupporting

confidence: 93%

How Employee Job Burnout, Work Engagement, and Turnover Intention Relate to Career Plateau during the Epidemic

Bai

Zhou

2023

Social Sciences

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In light of the impact of the COVID-19 epidemic on organizations and company human resource policies, multiple changes have been made to employee work behaviors. This paper developed a concept model on career plateaus, job burnout, work engagement, and turnover intention and examined it through a non-random sampling survey of 285 employees at resorts in Macao. The results revealed that career plateaus positively impact job burnout and turnover intention, and job burnout positively impacts turnover intention. The study found that career plateau negatively impacts work engagement and positively impacts turnover intention, and work engagement negatively influences turnover intention. Job burnout and work engagement partially mediate the relationship between career plateau and turnover intention. Training negatively moderates career plateau toward work engagement, and job rotation moderates career plateau toward turnover intention. Accordingly, organizations should consider the impact on employees’ careers when designing training and job rotation policies in response to the epidemic.

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Section: Discussionsupporting

confidence: 93%

How Employee Job Burnout, Work Engagement, and Turnover Intention Relate to Career Plateau during the Epidemic

Bai

Zhou

2023

Social Sciences

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“…Terdapat banyak kajian telah membuktikan hubungan yang signifikan antara kepimpinan distributif dengan komitmen guru (Huaman & Lahlouh, 2022;Ramathevi & Ahmad 2021;Thien & Tan, 2019). Penglibatan guru dan pihak berkepentingan dalam kepimpinan adalah penting dalam membuat keputusan secara positif demi meningkatkan kepuasan dan komitmen kakitangan sekolah (Liu & Werblow, 2019).…”

Section: Pengenalanunclassified

Amalan Kepimpinan Distributif Guru Besar dan Hubungannya dengan Komitmen Guru SJKC

Lee

Hamzah²

2023

MJSSH

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Guru besar masih kurang jelas tentang kepimpinan distributif yang cenderung kepada pertanggungjawaban bersama lalu menjejaskan komitmen guru. Kajian ini bertujuan untuk mengenal pasti tahap amalan kepimpinan distributif guru besar dan hubungannya dengan tahap komitmen guru SJKC. Informasi kajian dapat dijadikan rujukan KPM dalam menilai keberkesanan amalan kepimpinan distributif mengikut kondisi Malaysia. Kajian ini berbentuk tinjauan dan mengaplikasikan pendekatan kuantitatif. Borang soal selidik dalam bentuk Google Form telah diedarkan kepada 291 orang guru daripada 1195 populasi secara rawak mudah. Data kuantitatif yang dikumpulkan telah ditafsirkan secara deskriptif dan inferensi dengan perisian SPSS versi 26. Kajian melaporkan tahap amalan kepimpinan distributif guru besar (min=4.17, sp =0.44) pada tahap tinggi. Manakala tahap komitmen guru (min=3.57, sp =0.71) pada tahap sederhana tinggi. Analisis Spearman Rho menunjukkan terdapat hubungan positif kuat yang signifikan antara amalan kepimpinan distributif guru besar dengan tahap komitmen guru (r = 0.617, p > 0.05). Kesimpulannya kajian ini membuktikan wujudnya hubungan positif kuat antara amalan kepimpinan distributif guru besar dengan komitmen guru SJKC. Amalan kepimpinan distributif terbukti sesuai dengan perubahan dan tuntutan semasa demi memupuk pemimpin berkualiti serta berupaya memupuk komitmen guru. Hasil kajian memberi mesej kepada KPM bahawa amalan kepimpinan distributif boleh meningkat kualiti pemimpin lalu memupuk komitmen guru. KPM perlu menyebarkan amalan kepimpinan distributif secara meluas kepada pemimpin sekolah mahupun pemimpin pertengahan dengan program yang sesuai. Kajian lanjutan boleh mengkaji ciri-ciri demografi yang mempengaruhi tahap amalan kepimpinan distributif dan komitmen guru.

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“…Employees' careers are considered plateaued when the likelihood of receiving further assignments of increased responsibility and greater challenges is low (Feldman & Weitz, 1988 ). This happens when employees have acquired in‐depth knowledge and skills in their current roles but the opportunity for further responsibility in the future is small (Huaman‐Ramirez & Lahlouh, 2022 ). Career plateau was initially defined by Ference et al ( 1977 ) as the point in a career where the likelihood of additional promotion is very low.…”

Section: Introductionmentioning

confidence: 99%

Developing a prediction model of career plateau for nurses: A cross‐sectional study

Zhu,

2023

Nursing Open

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AimThe 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.DesignA cross‐sectional survey was conducted using convenience sampling.MethodsParticipants 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.ResultsThe 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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Understanding Career Plateaus and Their Relationship with Coworker Social Support and Organizational Commitment

Cited by 5 publications

References 68 publications

How Employee Job Burnout, Work Engagement, and Turnover Intention Relate to Career Plateau during the Epidemic

How Employee Job Burnout, Work Engagement, and Turnover Intention Relate to Career Plateau during the Epidemic

Amalan Kepimpinan Distributif Guru Besar dan Hubungannya dengan Komitmen Guru SJKC

Developing a prediction model of career plateau for nurses: A cross‐sectional study

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