Career Plateauing and Institutional/Occupational Intention for Taiwanese Career Officers

Cheng, Jian; Su, Tzu-Wei

doi:10.1037/h0094957

Cited by 10 publications

(10 citation statements)

References 44 publications

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“…More importantly, we seek to understand whether certain individual differences would mitigate the adverse effect of career plateau on job involvement. Drawing on Mosko's [14] and Cheng & Su [5] institutional and occupational model of military careers, we examined the potential moderating roles of career officer's institutional intention and occupational intention on the relationship between structural/content career plateaus and job involvement.…”

Section: Introductionmentioning

confidence: 99%

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Su¹,

Kuo²,

Cheung³

et al. 2017

ujm

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This study examined the potential moderating roles of career officer's institutional intention and occupational intention on the relationship between structural/content career plateaus and job involvement in Taiwanese career military officers. Empirical data were collected from 338 career officers who received full-time training at the National Defense University in Taiwan. The results showed that the perception of structural/content career plateaus were both negatively related to job involvement. Furthermore, the results found the supports of the moderating role of institutional intention in the relationship between perceived structural/content career plateaus and job involvement, and the moderating role of occupational intention in the relationship between perceived structural career plateau and job involvement. Practical management and research implications are discussed, and future research directions suggested.

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Section: Introductionmentioning

confidence: 99%

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Su¹,

Kuo²,

Cheung³

et al. 2017

ujm

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“…In the study, it was revealed that employees who are in a structural plateau experience various psychological difficulties due to the increase in anxiety level and low morale. These difficulties have also been examined in other studies, and as a result of the studies, it was stated that the career plateau led to results such as low job satisfaction, decrease in organizational commitment, intention to leave and absenteeism (Wang et al, 2014;Godard et al, 2015;Cheng & Su, 2017;Özçelik, 2019). Unlike all other studies, Lee discussed the positive aspects of the concept in a study, conducted in 2003 by revealing that employees perceive the plateau process as a safe and stable rest period due to the feeling of stress and restriction arising from a continuous career mobility.…”

Section: Related Workmentioning

confidence: 97%

“…The career plateau, the first definition of which was proposed by Ference, Stoner and Warren (1977) as a low possibility of rising in a career, has also been considered from different angles over time. The concept was expanded as the employee mastered all his/her duties, had nothing new to learn, and perceived stagnation in his/her career (Cheng & Su, 2017). According to Tan and Salomone (1994), the lack of career progression in the organization in vertical or horizontal direction is defined as career plateau.…”

Section: 2career Plateaumentioning

confidence: 99%

“…In addition, situations such as wanting to spare time for the family, not wanting additional responsibilities or new duties can be counted as individual reasons (Clark, 2004). It is stated that understanding whether the individual considering subjective perceptions rather than objective factors is at the plateau stage or not can give more accurate results (Cheng & Su, 2017).…”

Section: Sourcementioning

confidence: 99%

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A Study About The Role of Cronyism Perceptions of Tourism Employees upon Their Career Plateu

Aksakal¹,

Ulucan²

2021

isarder

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This study was conducted tries to reveal if cronyism is a problem in tourism sector just like in others, or not. For this reason, the main purpose of this study is to measure the tourism employees' cronyism perceptions and their career plateau experience arising from cronyism.Design/methodology/approach -This study was conducted with qualitative research methods and designed with exploratory research pattern. Interviews were made with 23 employees who work in different tourism enterprises. During the interviews, eight questions were asked to the participants and the answers were analyzed by content analysis.Findings -As a result, it was revealed that tourism employees were aware of cronyism in their companies, and cronyism mostly showed itself in promotion, salary increase and workload distribution. Because of the cronyism seen in promotions, employees emphasized that they began to feel distrust and did not see a future for themselves in their companies. This result shows that the cronyism experienced in tourism enterprises also causes the employees to experience a career plateau.In addition to all these results, this research is also important in that it is the first study in the literature to establish a direct relationship between cronyism and career plateau in the tourism sector.Discussion -Regardless of the sector, employees think that when they are faced with cronyism, they cannot be promoted and plan their careers as they are just because of cronyism. All of this result with cynical behaviors and being alienated to the companies and the sector itself.

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“…The organization re-engineering process generated a need for a flatter organizational structure, which was considered inefficient by some middle-management positions. In this condition, some all-volunteer forces (AVF) experienced a career plateau and faced fewer opportunities for upward promotion (McGovern, Hope-Hailey & Stiles, 1998;Cheng & Su, 2013). To make military labor force effective, military personnel policies should have diverse factors, such as pay, education, training, non-monetary compensation, quality of life, and promotion (Meese, 2002).…”

Section: Background/objectives and Goalsmentioning

confidence: 99%

Voice Behavior and Career Success: The Moderating Role of Supervisor Attribution Motives

Cheng¹,

Seih²,

Hung³

et al. 2016

ujp

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This paper aims to develop a model delineating the relationship between altruistic concern for prosocial motives/felt accountability for impression management motives of voice behavior and employees' career success. The model proposed in this study argues that the relationship between motives and career success depends on the voice behavior mediating mechanism and the moderating effect of supervisor-attributed motives on the relationship between voice behavior and career success. The results stress the importance of the context of supervisor attribution motives in linked voice behavior and career success. Overall, our model attempts to address these concerns by highlighting in particular the role of the perspective of supervisor attribution motives to advance the body of knowledge about voice behavior and career success. Practical and theoretical implications are addressed on the basis of the research findings as well as suggestions for future research in the employee voice behavior field.

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Career Plateauing and Institutional/Occupational Intention for Taiwanese Career Officers

Cited by 10 publications

References 44 publications

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

Effect of Structural/Content Career Plateaus on Job Involvement: Do Institutional/Occupational Intentions Matter?

A Study About The Role of Cronyism Perceptions of Tourism Employees upon Their Career Plateu

Voice Behavior and Career Success: The Moderating Role of Supervisor Attribution Motives

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