scholarly journals Designing a Career Plateauing Model in Departments of Sports and Youth Based on the PLS-SEM Approach

2020 ◽  
Vol 8 (1) ◽  
pp. 0-0
Author(s):  
Mostafa Shekarinia ◽  
Hamid Ghasemi ◽  
Abbas Khodayari ◽  
◽  
◽  
...  
Keyword(s):  
Career Plateauing

Dynamics of the career plateauing process

1988 ◽  
Vol 32 (1) ◽  
pp. 74-91 ◽  
Author(s):  
Suzanne K Stout ◽  
John W Slocum ◽  
William L Cron
Keyword(s):  
Career Plateauing

scholarly journals CAREER PLATEAUING AND EMPLOYEE TURNOVER INTENTIONS: A CIVIL SERVICE PERSPECTIVE

2021 ◽  
Vol 3 (4) ◽  
pp. 175-188
Author(s):  
Abgasi Emmanuela Obianuju ◽  
Arachie Augustine ◽  
Onyekwelu NJideka Phina
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Civil Service ◽  
Civil Servants ◽  
Sample Size Determination ◽  
P Value ◽  
Intent To Quit ◽  
Career Plateauing ◽  
Employee Turnover Intentions

Stagnation of employees in organizations especially in the civil service in developing countries is an existential issue, that is a potential determinant of intent to quit and actual turnover. Hence, the need to specifically determine the relationship between structural career plateauing (SCP) and turnover intentions of civil servants in South-East Nigeria. Herzberg’s Motivation-Hygiene Theory was used in anchoring the work. The study adopted a survey research design with a population of 2318 civil servants working in the selected States Secretariats. A sample of 328 was arrived at through the application of Krejcie and Morgan sample size determination formula. The instrument for data collection was a structured questionnaire, whose reliability was ascertained using Cronbach Alpha statistics, with a coefficient of .872. The analysis of data was done using a combination of descriptive statistics and inferential statistics. The result indicated that SCP was significant in predicting turnover intentions (R-Squared = 0.916679; p-value = 0.0000< 0.05). The study concluded that turnover intention is a phenomenon that is influenced by SCP, as plateauing of employees increase, so also does the intention of the employees to quit. Sequel to this, among others, it was recommended that heads of civil service need to ensure that there is equity, fairness and consistency in the promotion of workers, to avoid a feeling of inequity and injustice, which might make the workers less committed and more inclined to leave.     Keywords: Career Plateauing, Employee Turnover Intentions, Structural Career Plateauing, Content Career Plateauing and Civil Service.

Individual Responses to the Stress of Career Plateauing

1989 ◽  
Vol 15 (1) ◽  
pp. 35-47 ◽  
Author(s):  
Priscilla M. Elsass ◽  
David A. Ralston
Keyword(s):  
Career Development ◽  
Coping Response ◽  
Stress Cycle ◽  
Coping Responses ◽  
Moderating Factors ◽  
Career Plateauing ◽  
Selection Of

This article develops a model of the stress cycle caused by career plateauing and describes the range of possible coping responses of plateaued individuals. The selection of a coping response is viewed as being moderated by a set of individual and organizationalfactors that are associated with career development and maintenance. Based upon these moderating factors, six propositions are presented regarding an individual's choice of a coping response.

Career Plateauing: Is It Still A Matter of Concern?

2014 ◽  
Author(s):  
Khatijah Omar ◽  
Marhana Mohamed Anuar ◽  
Ahmad Munir Mohd Salleh
Keyword(s):  
Career Plateauing

Career Plateauing: Implications for Career Development Specialists

1992 ◽  
Vol 19 (1) ◽  
pp. 37-48 ◽  
Author(s):  
Andrew Weiner ◽  
Rory Remer ◽  
Pam Remer
Keyword(s):  
Career Development ◽  
Career Plateauing

Career plateauing: Implications for career development specialists

1992 ◽  
Vol 19 (1) ◽  
pp. 37-48 ◽  
Author(s):  
Andrew Weiner ◽  
Rory Remer ◽  
Pam Remer
Keyword(s):  
Career Development ◽  
Career Plateauing

scholarly journals The Effect of Work Plateau on Intention to Remain: Mediating Role of Organizational Commitment

2019 ◽  
Vol 8 (5S3) ◽  
pp. 302-311
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Model ◽  
Equation Modeling ◽  
Statistical Population ◽  
Mediating Role ◽  
Career Plateauing ◽  
Mediator Role ◽  
The Impact

In the present study, the the impact of work plateau on intention to remain at work with the mediating role of organizational commitment has been studied. The statistical population of this research is all employees of Ferdowsi University of Mashhad. The research method is descriptive-survey. According to statistics of personnel management office, the number of employees is 1100 in 2017. In order to determine the sample size, due to the limited population, Morgan table was used and 285 people were selected from population through random sampling. In order to collect the data, Alan and Meyer (1990) questionnaire was used to assess organizational commitment, a researcher-made questionnaire was used to investigate the intention to remain at job and Miliaman's questionnaire (1992) was used to investigate career plateauing. The validity of these three questionnaires has been confirmed by experts. Reliability of the questionnaire is confirmed by Cronbach’s alpha coefficient of 86%, 91% and 84%, respectively. The statistical methods used in this research to test the hypotheses are T value and structural equation modeling. Structural equation model in this study was determined using Liserl software, according to which the content plateau and structural plateau, considering the mediator role of organizational commitment, has a negative and significant impact on employees' intention to remain at work.

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