| With the acceleration of global technological innovation and organizational change,the level of organizational flattening and professional specialization has been improved,which makes more and more employees in the organization face the "double plateau" dilemma of hierarchical plateau and job content plateau.And this trend has emerged even in the early stages of an individual career,which means that most employees in the organization will become career plateaued employees.Therefore,the organization pays more and more attention to the importance to the career management of employees.Usually,the career plateaued employees work for a relatively longer tuner in the existing positions in the organization,often with more skilled,higher organizational commitment and job performance.However,due to the existence of "Peter Principle" and "plateau" stereotype,plateaued employees are often regarded as ineffective employees with low commitment,low satisfaction,low performance and high turnover.Some enterprises even appear the phenomenon of "snubbing" plateaued employees,whether in the provision of resources,development opportunities and other aspects of the plateaued staff have appeared unfair treatment,making plateaued employees gradually marginalized by the organization.In the face of this phenomenon,are the career plateaued staff really ineffective staff who lack the enthusiasm? As Ference point out,the reality is that most of the employees who form the "mainstay" of the organization are positive plateaued employees,who are the key to the effective operation of the organization.Therefore,the organization needs to re-understand the value and ability of plateaued employees and explore their positive working attitude and behavior,which will help to improve the overall effectiveness of the organization.Through the review of the previous literature on the career plateau,it is found that the career plateau has received widespread attention from academic circles,but it is also a controversial research topic.In the past,the problems of career plateau research mainly focus on three aspects,one is conceptual paranoia,that is,most studies regard career plateau as a negative word;the other is the contradiction between the results,that is,the results of career plateau have different conclusions and have not been uniformly explained.Above research are inconsistent with the pioneer of concept of career plateau Ference repeatedly stressed that the career plateau is a "neutral" word,and the results of career plateau do not mean a decline in performance,work morale and other aspects,but also inconsistent with the facts and experience.The career plateau,as a source of stimulation or stress,depends on the coping and response of individuals.As Bardwick pointed out,positive plateaued coping not only helps individuals jump out of the "trap" of career plateau,but also contributes to the improvement of individual and organizational performance.Based on the above problems,this study puts forward the concept of positive career plateau based on local experience.The main purpose is to answer the following three questions: what is the definition and dimension of the positive career plateau firstly?Secondly,how to measure the positive career plateau? Thirdly,what is the formation mechanism of the positive career plateau? In order to answer the above three questions,this study will adopt a qualitative and quantitative research strategy.First of all,the concept framework of positive career plateau is summarized and constructed based on experience by grounded theory method,in order to explain and answer the phenomenon of positive career plateau and its forming mechanism theoretically.Second,according to the definition of positive career plateau formed by grounded theory,combining the existing literature and scale to construct the positive career plateau scale items,and using item analysis,exploratory and confirmatory factor analysis to verify the concept structure of positive career plateau.Finally,the empirical research method is used to test and verify the formation mechanism of the positive career plateau.Thus,this study will be divided into the following three parts.Firstly,the theoretical construction of positive career plateau and its formation mechanism.This paper mainly adopts the method of grounded theory,combining purposeful sampling and theoretical sampling to select 13 managers of state-owned enterprises,private enterprises,foreign investment enternrise and administrative institutions at the basic level and above,and carries on the open coding,the axis coding and the selective coding to the text manuscript formed by the interview.The coding forms266 codes,84 concepts,26 categories and 8 main categories,and finally forms the core category of positive career plateau and its formation mechanism according to the writing story line.The results show that the positive career plateau is composed of five main categories: goal planning,sustainable learning,considering others in one's own place,establishing others and contenting and treasuring one's blessings.The two main categories of supervisor support and family support constitute the influencing factors of positive career plateau,while the main category of organization-based self-esteem constitutes the formation mechanism of positive career plateau.Secondly,the scale development of positive career plateau.First,Based on the concept and definition of positive career plateau,With the literature and expert interviews,Forming 5 dimension 73 items of positive career plateau scale items.Then,Through the exploratory factor analysis of the test data of 213 plateau managers and 263 plateau managers in the second draft,the validity of the concept of positive career plateau was preliminarily verified.On that basis,Further confirmatory factor analysis was carried out through the data of 361 plateau managers,It was found that the positive career plateau was a 5-dimensions and 19-items scale,The second-order single factor(positive career plateau)and the first-order five-factor(including goal planning,sustainable learning,considering others in one's own place,establishing others and contenting and treasuring one's blessings)model fit best,and has good reliability,convergence and discriminative validity.The demographic characteristics of the positive career plateau scale were further analyzed,and it was found that there was a significant correlation between age and the five dimensions of the positive career plateau,while the job tenure was only positively correlated with the self-establishment dimension.In addition,there are no significant differences in gender and academic qualifications in the five dimensions of the positive career plateau,while in the nature of the unit,it is found that compared with administrative institutions,state-owned enterprises and private enterprise employees are relatively low in their own level of establishment and promotion;at the rank level,it is found that compared with ordinary employees,grass-roots,middle and senior managers continue to learn and set up their own level.Thirdly,an empirical study on the formation mechanism of positive career plateau.According to the theoretical framework of positive career plateau formed by rooted theory,the research hypothesis and model framework are put forward in combination with relevant literature.Through the statistical analysis of 240 career plateau managers,the results show that supervisor support and family support have a significant role in promoting positive career plateau,and compared with family support.Supervisor support explains more positive career plateau variation.In addition,organization-based self-esteem plays a significant intermediary role between supervisor support and positive career plateau,and partly mediates the influence of supervisor support on positive career plateau.However,the mediating effect of organization-based self-esteem between family support and positive career plateau is not significant.Finally,the interaction between job tenure and content plateau plays a positive role in regulating supervisor support and organization-based self-esteem.The innovation of this study is as follows: first,based on the local situation,the theoretical framework of positive career plateau is constructed by grounded theory,which provides the corresponding theoretical explanation for the phenomenon of positive career plateau.On the one hand,it expands the research scope of the career plateau and provides theoretical enlightenment and reference for the positive response of the career plateau.On the other hand,the theoretical construction of positive career plateau is different from the passive perspective of traditional career plateau pressure response,which will help to further enrich the relevant theories of career plateau and its management.Secondly,the positive career plateau scale is developed and verified,which provides a good reliability and validity tool for the measurement of positive career plateau.On the one hand,it can be used as an effective tool to further study the influencing factors and effects of positive career plateau.On the other hand,it has important application value for identifying and selecting positive career plateaued employees.Third,verify the influence factors and formation mechanism of the positive career plateau.On the one hand,it provides strong evidence for the explanation of positive career plateau.On the other hand,the influence of supervisor support,family support on the positive career plateau and the intermediary effect verification of organization-based self-esteem provide the corresponding practical decision basis for the development and management of positive career plateaued employees. |
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