Hierarchical, job content, and double plateaus: A mixed-method study of stress, depression and coping responses

Stress, Organizational Citizenship Behaviors, and Coping: Comparisons Among Plateaued and Non-Plateaued Employees

“…Plateaus can occur when individuals perceive either a low likelihood of promotion within their careers (hierarchical plateau), low levels of challenge or responsibility (job content plateau), or both (double plateau) (Allen, Russell, Poteet, & Dobbins, 1999;McCleese, Eby, Scharlau, & Hoffman, 2007). Plateaus have been linked to a wide range of negative individual and organizational consequences, including lower work attitudes and job performance and higher absenteeism and turnover (Allen, Poteet, & Russell, 1998;Chao, 1990;Ettington, 1998;Heilmann, Holt, & Rilovick, 2008;Klehe, Zikic, Van Vianen, & De Pater, 2011;Lee, 2003;Lemire, Saba, & Gagnon, 1999;Near, 1985).…”

“…Plateaus have been linked to a wide range of negative individual and organizational consequences, including lower work attitudes and job performance and higher absenteeism and turnover (Allen, Poteet, & Russell, 1998;Chao, 1990;Ettington, 1998;Heilmann, Holt, & Rilovick, 2008;Klehe, Zikic, Van Vianen, & De Pater, 2011;Lee, 2003;Lemire, Saba, & Gagnon, 1999;Near, 1985). However, despite the many negative consequences associated with plateaus, contradictory findings exist regarding stress as an outcome of plateauing (Allen, et al, 1998;McCleese et al, 2007). Surprisingly, organizational citizenship behaviors (OCBs) have not been examined in relation to a hierarchical plateau, though social exchange theory (Blau, 1964) suggests plateaued employees may be less likely to engage in such behaviors in order to reciprocate for a perceived injustice from their failure to advance or receive developmental opportunities.…”

“…Understanding how plateaus influence these important behaviors is important for revealing the full range of consequences associated with plateauing. Likewise, although researchers have begun examining coping strategies of plateaued employees (Hurst & Kungu, 2011;McCleese, et al, 2007;Rotondo & Perrewe, 2000), an examination of these coping strategies among non-plateaued employees compared to those experiencing some type of plateau has yet to be empirically tested. The existing research on coping with plateaus assumes certain coping strategies may be more prevalent depending on the type of plateau experienced (Hurst & Kungu, 2011;McCleese et al, 2007).…”

“…Likewise, although researchers have begun examining coping strategies of plateaued employees (Hurst & Kungu, 2011;McCleese, et al, 2007;Rotondo & Perrewe, 2000), an examination of these coping strategies among non-plateaued employees compared to those experiencing some type of plateau has yet to be empirically tested. The existing research on coping with plateaus assumes certain coping strategies may be more prevalent depending on the type of plateau experienced (Hurst & Kungu, 2011;McCleese et al, 2007). However, it is also important to consider the coping strategies reported by non-plateaued employees, as this may provide some insight into which activities may be important for avoiding a plateau in one's career.…”

“…Second, we examine comparisons of reported copings strategies among non-plateaued, hierarchically plateaued, job content plateaued, and double plateaued employees. Lastly, although the relationship between general coping and stress is well-established, we examine this relationship using McCleese et al's (2007) taxonomy of plateau coping strategies. Establishing this link is important for researchers and practitioners interested in encouraging adaptive coping strategies for plateaued employees.…”