• Title, Summary, Keyword: Career plateau

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Effect of regional public corporation women employee's career plateau upon subjective career success (지방공기업 여성직원의 경력정체가 주관적 경력성공에 미치는 영향)

  • Ha, Jong-Chul;Park, Hyeon-Suk
    • The Journal of Industrial Distribution & Business
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    • v.9 no.10
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    • pp.51-61
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    • 2018
  • Purpose - Korean women suffered from serious experience at unfair personnel practice in the work and coexistence between work and home affairs. The study examined woman workers' career plateau perception and success who worked for local public enterprises, that is to say, regional public corporation invested by local government, and investigated mediating effect of dual commitment as well as control effect of self-efficacy from point of view of various access to variables. Research design, data, and methodology - The study investigated women employees of regional public corporation by empirical analysis. The author collected 337 copies from 380 copies and made use of 325 copies after excluding copies with improper answer. SPSS 24.0 and AMOS 24.0 were used. Results - The study investigated effect of career plateau (structure and content) upon subjective career success (job satisfaction and career commitment) according to questionnaire material: First, not only structural plateau but also content career plateau had negative influence upon dual commitment (structure and career). Second, dual commitment had positive influence upon subjective career success from point of view of organizational commitment and career commitment. Third, structural career plateau had positive influence upon career success, and content career plateau had positive influence upon job satisfaction. Fourth, structural career plateau did not have significant influence upon job satisfaction, content career plateau and career satisfaction. Fifth, subordinate variables (organizational commitment and career commitment) had mediating influence upon career plateau cognition and subjective career success. Sixth, self efficacy did not control career plateau cognition and subjective career success. Conclusions - Women employee's career plateau cognition mediated dual commitment to have influence upon career success and to be likely to help career success theory study. Career plateau had negative influence upon dual commitment and career success of women workers. The study shall give base of counteraction from point of view of control and motivation of women workers thinking of career plateau.

The effect of career plateau on IT service engineers' career satisfaction and career withdrawal intention (IT서비스 기술인력의 경력정체가 경력만족 및 경력변경의도에 미치는 영향)

  • Park, Kyung-Hwan
    • Journal of Digital Convergence
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    • v.9 no.4
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    • pp.115-130
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    • 2011
  • The purpose of this study is to examine the effect of career plateau(structural and content plateau) on IT service technical engineers' career satisfaction and career withdrawal intention. Survey data were collected from 161 IT service technical engineers. The results indicated that structural and content plateau were negatively related to career satisfaction, and content plateau was positively related to career withdrawal intention, but not structural plateau. In addition, the results of hierarchical multiple regressions indicated that content plateau had stronger effect on career satisfaction and career withdrawal intention then content plateau.

Influence of Career Plateau on the Job Satisfaction and Nursing Competency of General Hospital Nurses (종합병원 간호사의 경력정체가 직무만족과 간호역량에 미치는 영향)

  • Kim, Shin Hee;Jeong, Nam Ok
    • Korean Journal of Occupational Health Nursing
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    • v.28 no.3
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    • pp.138-147
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    • 2019
  • Purpose: This study was conducted to examine the degree of career plateau in general hospital nurses, to examine the affects of career plateau on nurses' job satisfaction and nursing competency. Methods: The sample consisted of 234 general hospital nurses. Data were analyzed using t-test, ANOVA, Pearson's Correlation and Hierarchical Multiple Regression. Results: Nurses' career plateau was associated with their job satisfaction, nursing competency. A statistically significant difference in job satisfaction was career plateau, charge nurse or higher in position and resilience predicted 41% of variance in job satisfaction of general hospital nurses. A statistically significant difference in nursing competency was total clinical experience, career plateau, preceptorship experience, charge nurse or higher in position and resilience predicted 43% of variance in nursing competency of general hospital nurses. Conclusion: These results of this study as presented above show that general hospital nurses' career plateau is associated with their job satisfaction and nursing competency. Career plateau is the most important variable in nursing competency. Based on the findings, general hospital nurses' career plateau management is empirically verified as a useful and effective method to increase their job satisfaction and nursing competency.

The Structural Model about Impact of Nurse's Career Management, Career Plateau, Career Satisfaction on Career Commitment (간호사의 경력관리, 경력정체, 경력만족이 경력몰입에 미치는 영향에 관한 구조모형)

  • Moon, Inn-Oh
    • Journal of Korean Academy of Nursing Administration
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    • v.16 no.2
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    • pp.180-189
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    • 2010
  • Purpose: This study was designed to construct a model which explains the career management, career plateau and career satisfaction of the factors influencing the career commitment of nurses. Method: The data collection was conducted from Aug. 24, 2009 to Sep. 22, 2009 through self-reported questionaries. Participants were 441 nurses who had worked in 2 national university hospitals, 1 university hospitals, and 1 hospitals founded by business enterprises. The data was analyzed by SPSS 12.0 and AMOS 15.0 for structural model. Results: Career commitment was directly impacted by career management, career plateau, career satisfaction. The predictable variables of the hypothetical model explained 28.4% of career commitment. Career commitment was significantly influenced by career management, career plateau, career satisfaction. Conclusion: The results of study suggest that some strategies are needed which focus on career management, career plateau and career satisfaction in order to promote the nurse's career commitment.

Effect of Career Development and Career Plateau on Career Satisfaction of Nurses (경력개발과 경력정체가 간호사의 경력만족에 미치는 영향)

  • Kim, Yo Na
    • Journal of Korean Public Health Nursing
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    • v.30 no.1
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    • pp.83-92
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    • 2016
  • Purpose: In this study, factors affecting career satisfaction of nurses were explored in the career development and career plateau. Methods: Participants were 143 nurses drawn from a general hospital in Busan. independent t-test, one way ANOVA and Hierarchial multiple regression with SPSS/WIN 18.0 program were used for data analysis. Results: The mean score of career satisfaction was 2.85/5, Career development was 2.99/5, and career plateau obtained 2.53/5. The extent of the career satisfaction differ according to age(F=3.60, p=.030), marital status(t=2.42, p=.017), current position(F=6.61, p=.002), total clinical career(F=3.36, p=.023), and work unit(t=0.95, p=.029). The influencing factors in career satisfaction of clinical nurses were organizational career management, career plateau and individual career planning. $R^2=.415$. Organizational career management was the highest significant predictor of career satisfaction(${\beta}=.325$). Conclusion: Factors influencing career satisfaction were organizational career management, career plateau and individual career planning. Thus a program for career development of organization is needed.

The Career Plateau and Organizational Commitment of R&D Professionals : Focusing on the Moderating Role of Age and Creative Behavior (R&D인력의 경력정체와 조직몰입의 관계 : 연령과 창의적 행동의 조절효과를 중심으로)

  • Cha, Jong-Seok;Park, O-Won
    • Journal of Technology Innovation
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    • v.26 no.4
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    • pp.122-145
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    • 2018
  • This paper investigates the relationship between R&D professionals' career plateau and organizational commitment in which career plateau's sub-dimensions consist of structural and job-content plateau. Further, it aims to examine the moderating effect of age and creative behavior of R&D professionals on the relationship between career plateau and organizational commitment. Empirical data were collected from 418 R&D professionals who work for Government sponsored research institutions. The results showed that the relationship between structural plateau and organizational commitment is differently related depending on age level. That is, the negative relationship between structural plateau and organizational commitment is stronger for junior R&D professionals. Furthermore, the relationship between job-content plateau and organizational commitment is negatively related, and differs in the strength depending on the creative behavior level of R&D professionals. For one with stronger characteristics of creative behavior, job-content plateau is more negatively related to organizational commitment. Based on the results, some implications are suggested on the career plateau issues of R&D professionals who work for government sponsored research institutions. Finally, it is discussed on the limitations of this study and further research directions.

The Relationship between Career Development Practice and Career Plateaus in the Government Sponsored Institutions (출연(연)의 경력개발제도(CDP)와 경력정체성의 관계)

  • Cha, Jong-Seok;Park, Ow-Won;Lee, Byung-Heon
    • Journal of Technology Innovation
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    • v.19 no.2
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    • pp.1-23
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    • 2011
  • In general, if employees recognize that their career are tied up, their overall level of job commitment and job satisfaction are decreased which eventually negatively affect individual performance. Especially, career development in the high specialized job like R&D task is more important than other jobs. While the previous studies showed interest in the negative consequences of career plateau, this study aimed at finding out the antecedents of career plateau. By diving the antecedents of career plateau into organizational level and individual one, we conducted direct effect and interaction effect of antecedents variables on career plateau. The empirical results using employees belonging to government funded R&D institute showed that career development practice and work experience in other institutes have negatively related to career plateau, while age has positively related to career plateau. In addition, the interaction effect between career development practice and work experience in other institute was also significant.

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The Effect of the Career Plateau and Distributive Justice on Turnover Intention of Nurses : Moderating Effect of Proactivity (경력정체 및 분배공정성이 간호사 이직의도에 미치는 영향 -주도성의 조절효과를 중심으로-)

  • Jang, Bo-Yoon;Kim, Kwang-Jum;Park, Ow-Won
    • The Korean Journal of Health Service Management
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    • v.13 no.4
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    • pp.53-65
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    • 2019
  • Objectives: This study analyzed the influence of the career plateau phenomenon and distributive justice among hospital nurses on their turnover intention and the moderating effect of proactivity on these correlations. Methods: Survey data from 459 out of 500 hospital nurses at 9 hospitals were collected and used for analysis. SPSS 24.0 was used for conducting regression, validity, and reliability analyses. Results: Career plateau was positively related to turnover intention, whereas distributive justice was negatively related to turnover intention. Proactivity strengthened the positive influence of career plateau on turnover intention. By contrast, proactivity alleviated the negative relation between distributive justice and turnover intention. Conclusions: This study empirically confirmed that career plateau and distributive justice are important antecedent factors of the turnover intention of hospital nurses. Proactivity played a key moderating role between these antecedent factors and turnover intention. Theoretical and practical implications of this study were also discussed.

The Effect of Workforce Restructuring on Withdrawal Behavior: The Role of Job Insecurity, Career Plateau and Procedural Justice

  • PARK, Kwang-Heum;YOUN, Sa-Jean;MOON, Jaeseung
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.7
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    • pp.413-424
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    • 2020
  • This study examines the direct effect of workforce restructuring on the withdrawal behavior and mediating effect of perceived job insecurity. Empirically it also explores the moderating effect of career plateau and procedural justice on the above relationship. The study focuses on the mediating role of job insecurity and the moderating role of career plateau in relations to procedural justice, which will concentrate on the relationship between workforce restructuring and withdrawal behavior. For the empirical study, we collected and analyzed 442 survey data from employees of Korean companies. SPSS 24 is used for reliability, correlation and regression analysis. The results of the empirical analysis are as follows. First, perceived job insecurity mediated the relationship between workforce restructuring and withdrawal behavior. Second, content career plateau had a negative moderating effect on the relationship between workforce restructuring and job insecurity. Finally, the moderating effect of procedural justice was not supported. This research extend workforce restructuring and career plateau related studies; by exploring the mediating variable and moderating variable on the relationship between workforce restructuring and the pertaining outcomes. Based on the results, we provide theoretical and practical implications along with future research recommendations.

Influence of the Career Plateau of Food Service Industry Employees on Their Turnover Intention: The Moderating Effect of Organizational Support (외식서비스기업종사원의 경력정체가 이직의도에 미치는 영향: 조직경력개발지원의 조절효과)

  • Lee, MiJung;Shim, JiHyun
    • Journal of Service Research and Studies
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    • v.6 no.2
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    • pp.117-131
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    • 2016
  • This study analyzes the influence of the career plateau perceived by food service industry employees on their turnover intention. The perception of career plateau is classified as either structural or content-driven. This work also examines how organizational support (formal and informal) for career development affect turnover intention in their interaction with career plateau (structural and content-driven). The research hypothesis was objectively verified based on an analysis of the data on 255 employees. As a result, the structural and content-driven career plateaus perceived by employees were observed to have a positive overall effect on their turnover intention. Aslo, informal organizational support for career development moderates the relationship between career plateau and turnover intention but not formal organizational support.