Career Plateau,Organizational Commitment And Turnover Intention

With the rapid development of science and technology, competition of knowledge ismore and more fierce,human resources has become an important resource of enterprisecompetition.But the group members feel that the opportunities of promotion are less becausethe flattening structure of organization.When the organization member’s career developmentreaches a certain degree, they will feel that stagnation of career development in "plateau", sothe perception and loyalty to the organization is decrease or not, and then they will generateturnover intention? These are problems which need to be discussed.In the1970s, foreign scholars began to research the present situation,dimension andinfluence of the career plateau, but it is still a new field of research in China.Research oncareer plateau mainly stay in qualitative research, quantitative research is seldom,most of thequalitative research is about literature review of career plateau,or strategies for careerplateau.Though Xie Baoqiang,Ling Wenquan,Lin Changhua and Wu Jingji contributed to theresearch on career plateau, however,the empirical research conclusions about the careerplateau and turnover intention have not been unified at present, beside the research ofintermediary variable between career plateau and the turnover intention islacking.Therefore,we discusses dimensions of career plateau influence on employees’organizational commitment and turnover intention,and the dimensions of organizationalcommitment influence on turnover intention, and the influence of organizational commitmentbetween career plateau and turnover intention through the method of literature analysis,questionnaire investigation, interview, statistical analysis and so on, this research objectsmainly are private enterprise employees in China.We define the connotation dimension and measurement of career plateau,organizational commitment and turnover intention through the review and summary ofrelevant literature at home and abroad.We design questionnaire by referencing the maturescale of career plateau, organizational commitment and turnover intention.We will issue thequestionnaire to my students who participate in work, and we collect dates by means ofsnowball.We got the formal scale after reliability and validity inspection. We select thestudent in MBA of Henan University,the on-the-job graduate student and my internship as thesample of formal scale.We issued to them paper or electronic questionnaire.We verify thethree dimensions of career plateau (hierarchical plateau, content plateau and centralizing plateau) and the turnover intention was significantly positive correlation,beside the threedimensions and organizational commitment were significantly negative correlation,throughanalysis the statistics.And we find that affective commitment, continuous commitment andturnover intention were significantly negative correlation,the normative commitment andturnover intention is no significant dimension.Beside we find that organizational commitmentplay a partial intermediary role between career plateau and turnover intention.