|| Talented people are the key factor for enterprises to maintain their competitive advantage. Since 1980s, due to the changes of internal and external environments, reorganization and simplification have become the patterns of organizations, which indicating promotion possibility in an organization has been relatively reduced. These generate the feeling of development limitation within employees and result in the phenomenon of career plateau. |
However, high performance work system is regarded as a set of management system in human resources field , and it includes most types of best management practices. Therefore, this study attempts to explore antecedents and consequences of variable of the career plateau, including a negative correlation between high performance work system and career plateau as well as the impact of the career plateau on role performance and turnover intention, and whether the perceived supervisor support will be an interference effect.
In this study, pairing questionnaires are offered to executives and organizational members 47 effective matching samples are received. Hierarchical linear model is used in this study to verify the hypothesis. The results show: 1. Career plateau is negatively associated with role performance; 2. Career plateau is positively associated with the turnover intention; 3. The effect of perceived supervisor support can interfere with both career plateau and turnover intention.
The findings of this study indicate: 1. Organizations should establish career planning and development for employees in order to reduce the adverse effects of career plateau; 2. Organizations should find a method to increase employees’ perceived of supervisor support in order to reduce the negative effects of career plateau; 3. High performance work system is a systematic system. It should be assessed in depth regarding the way of solving the career plateau. Finally, suggestions for future research and the limitation of this study are also discussed.
Keywords: career plateau, high performance work system, role performance, turnover intention, perceived supervisor support