Managerial career plateaue : determinants, consequences and coping strategies
Abstract
During last decade managers who were practicing in different industries in Sri Lanka, have
struggled with having less promotional opportunities. This initially leads them to become
plateaued with their career. This study applied the theory from career management literature to
examine factors significantly influenced to employees’ perception of being subjectively
plateaued and objectively plateaued. Additionally, this study aims to identify the relationship
between career plateauing and its implication toward job satisfaction, organizational
commitment, intention to quit and job induced stress. Further, coping strategies for effectively
dealing with career plateauing scenarios were discussed from individual and organizational
perspectives. Results indicate that objective career plateauing was influenced by age, educational
level, lack of training opportunities, lack of promotional opportunities, high employees’ value
for family obligation. Furthermore, gender, business strategies, supervisory and peer support,
employees’ motivation to learn and role ambiguity were related to subjective career plateauing.
Considering career plateauing consequences, this study found that job satisfactions and intention
to quit were significantly related to both forms of career plateauing. The study analyzed to some
extent, possible individual and organizational level coping strategies to mitigate the adverse
impact of the career plateauing. Finally, implications and suggestions for future research are
provided.
Description
Masteroppgave i økonomi og administrasjon - Universitetet i Agder 2008