Research On Career Plateau And Governance Of The Female Staffs After The 1980S

With the rapid development of social progress,female staffs get better improvement in employment than before due to the traditional gender inequality. The current study of female employment mainly focus on discrimination issues. From the perspective of careers development, female staffs are more likely to go into career plateau than male staff. Career plateau will directly affect employees’ career growth, especially for female staffs. It will inevitably affect their job involvement and turnover intention. Employees after the 1980s are the main force in the current business development.Study on the career development of female staffs after the 1980s will help them better know both themselves and their career, which is a good way to achieve a win-win for the individual and the organization. This paper does the research on career plateau of the female staffs after the 1980s, which can effectively enrich previous career-related theory. Through literature review, questionnaires and interviews, we take female staffs after the 1980s in Chongqing A communications services Co., LTD as a formal research example and collect 284 valid samples. We also set up theoretical model of their career plateau and check its validation by SPSS21.0 and AMOS 17.0 to identify the structure and feature of female career plateau. Meanwhile the relationship among career plateau, job involvement and turnover intention is analyzed, and finally corresponding recommendations from the female individuals, organization and society to avoid career plateau after the 1980s are raised.After the statistical analysis of career plateau of female staffs after the 1980s, the following conclusions can be reached.First, the measuring scale of career plateau of female staffs after the 1980s is verified. The results show that the reliability and validity of this measuring scale have met the psychometric standards. Career plateau is a system including motivation, competence and opportunities. So it’s better for female staffs to do self-learning and for organization to do some training to get rid of career plateau.Second, for female staffs after the 1980s, the structural model of career plateaujob involvement and turnover intention is constructed. The results show that career plateau not only has a directly positive impact on turnover intention, but also can affects turnover intention indirectly by the intermediary role of job involvement. The opportunity has greater impact on the vitality and dedication. The motivation,competence and opportunity all influence turnover intention greatly. Effective governance on career plateau will stimulate the female staffs to engage in their work and then control turnover intention so as to reduce the loss of female employees.Third, measures for female career plateau from individuals and organization are proposed. We find some female staffs after the 1980s who go into the career plateau through the identification of career plateau measuring scale. Then we analyze how staff with different types of career plateau affect job involvement and turnover intention. At last,we raise some management suggestions with the integration of targeted career development.