• Title/Summary/Keyword: Structural Career Plateau

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The Relationship between Organizational Tenure, Structural Career Plateau, and Interpersonal Deviant Behavior: Focusing on Nurses (근속연수, 구조적 경력정체 및 대인 일탈행동간의 관계: 간호사를 대상으로)

  • Ow-won Park
    • Asia-Pacific Journal of Business
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    • v.14 no.3
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    • pp.103-114
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    • 2023
  • Purpose - The purpose of this study was to examine the relationship between organizational tenure, structural career plateau, and interpersonal deviant behavior for nurses. Moreover, this study also investigated moderating role of proactivity on the effect of organizational tenure on structural career plateau. Design/methodology/approach - This study utilized 448 nurses working at three different types of hospital. The Exploratory Factor Analysis (EFA) and the multiple regression analysis were conducted to verify the hypotheses. Findings - The results showed that organizational tenure is positively related to structural career plateau and structural career plateau is positively related to interpersonal deviant behavior. However, moderating effect of proactivity is not significant. Research implications or Originality - Nurses are critical to the competitiveness of hospital organizations considering the proportion of manpower and the role of nurses. One of the important factors that decrease the motivation of nurses is structural career plateau. This study analyzed the antecedent and consequence of structural career plateau. In addition, practical implications for resolving the problem of structural career plateau were provided.

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.

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 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.

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.

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.

The Impact of career plateau on Job satisfaction and turnover intention of Hospital nurses (병원간호사의 경력정체가 직무만족과 이직의도에 미치는 영향)

  • Kim, Yu-Mi;Lee, Jong-Yul;Kang, Hyang-Suk
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.17 no.12
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    • pp.459-469
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    • 2016
  • This study was designed to survey the degrees of career plateau, job satisfaction, and turnover intention of hospital nurses, as well as to identify the relationship among them. We surveyed 239 nurses working at five different hospitals in J city and C city. Data collection was conducted between April 1 and April 30, 2016. The data was analyzed using SPSS 23.0. This study shows that the significant factors influencing job satisfaction were content plateau and structural plateau, which account for 55.0% of the variance. It also shows that the significant factors that influence turnover intention were structural plateau, present clinical career, content plateau, and working department, which account for 43.0% of the variance. As such, we identified that a decrease in the content plateau of hospital nurses enhances job satisfaction and that a decrease in structural plateau reduces turnover intention. The results indicate that a systematic managerial strategy for nursing resources should be developed and applied in the nursing field. This strategy should supplement the content plateau by job redesign and job enrichment. In addition, to increase retention of skilled nurses and to achieve superior organizational performance, as well as to contribute to the success of hospital nurses, supplementation of the structural plateau by adopting and applying a career ladder system is important.

Effects of Self-efficacy, Career Plateau, Job Embeddedness, and Organizational Commitment on the Turnover Intention of Nurses (간호사의 자기효능감, 경력정체, 직무착근도 및 조직몰입이 이직의도에 미치는 영향)

  • Kim, Yumi;Kang, Youngsil
    • Journal of Korean Academy of Nursing Administration
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    • v.21 no.5
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    • pp.530-541
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    • 2015
  • Purpose: This study was designed to construct a structural equation model and identify the effects and relationships of self-efficacy, career plateau, job embeddedness, organizational commitment and intent to turnover for nurses. Also, an attempt was made to derive a hypothetical model from these factors and to verify whether the model has validity as a means of explaining and anticipating turnover intention of nurses. Methods: Data were collected from six randomly selected hospitals: a university hospital located in J city, Kyungnam and five general hospitals located in two cities (cities B and C), each having 400 to 720 beds. Also, 318 nurses were surveyed. Data were analyzed using SPSS 21.0 and AMOS 18.0 program. Results: Job embeddedness and organizational commitment were identified as the most likely paths to turn over intention. Also, organizational commitment had the highest direct effect on turnover intention followed by job embeddedness and then self-efficacy, but career plateau had an indirectly effected turnover intention. Conclusion: As turnover intention was found to be greatly affected by organizational commitment and job embeddedness, methods to improve organizational commitment and job embeddedness should be actively developed to reduce turnover intention among nurses.