A Study Of Relationship Between Career Plateau, Job Satisfaction, Organizational Commitment And Turnover Intention Of Business Managers

With the fierce competition of talents today, companies are laying more stress on employees'career development and regarding it as an important component of their human resource management strategies. But as the most important part of human resource, business managers are facing unavoidable contradicts on their career developing ways. The opportunities for them to be promoted are getting smaller and smaller through their own efforts, most business managers will step into a"career plateau"period which means their career would stagnate temporarily. Career plateau may put some negative impact on job satisfaction, organizational commitment and turnover intention for managers.Ference(1977) did the first study of career plateau from the angle of promotion, and then the impact of career plateau to employees'working attitudes and behaviors has being a hot issue in the foreign academic fields. But in our nation, this kind of study is almost empty. So it is necessary to study the relationships between career plateau and career satisfaction, organizational commitment and turnover intention respectively combined with the practical background of Chinese enterprises'human resource management. This thesis researches issues about business managers and career plateau of our nation through theories and empirical analysis, basing on the relative study conclusions.The research contents of this paper are divided into eight chapters. In chapter one, the background, significance and purpose of this thesis are stated; also the contents, methods, technical paths and contributions of this paper are included. In chapter two, it summarizes the dynamic researches of theories about career plateau in the foreign academic fields and analyzes the theories of job satisfaction; organizational commitment and turnover intention. Then, the relations between them are analyzed and the hypotheses of this thesis are brought forward. In chapter three, the turnover problems of different kinds of managers based on career plateau are analyzed with game theory and a turnover game model of managers is established. In chapter four, the variables about objective and subjective career plateau, job satisfaction, organizational commitment, and turnover intention, also work performance is designed firstly. Secondly, the questionnaire investigations of small and large specimen are implemented, which are strictly according to the examine requirements of reliability and validity. Finally, data analysis methods are...