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1 2015, Vol. 47, No.11, Acta Psychologica Sinica DOI: /SP.J * ( 1, ) ( 2, ) ( 3, ) ( 4, ) (n = 279), (n = 517), (n = 520) (n = 230),,, ; ; ; B849: C93 1, ( ),, (, 2007) (career plateau) (Smith-Ruig, 2009; Miles, Gordon, & Storlie, 2013), (Ference, Stoner, & Warren, 1977) (Veiga, 1981) (Feldman & Weitz, 1988) (Lee, 2003),, (,, 2008;, 2006;, 2006;,, 2007), (, 2007;, 2011;,, 2010),, , 2006 : * ( ) (14YJC630084) ( ) (CCNU14Z02015) :, linda5933@163.com 1379

2 ,,,, ; ;, ;, ; ;, (,, 2006;,, 2007),,,,, (, 2006;, 2005;,, 2011),,,,,,,, (, 2009), ( 8311 ),, 64%, 45~55,,, (, 2009), 1.2,, ( ) (Tremblay & Roger, 1993, 2004); ( ) (Milliman, 1992); ( ) (Bardwick, 1986); () (Joseph, 1996), ; ; (2008),,,, () ( ), (, 2006),,,,, ;,,,,,,,,, (, 2006;, 2014),,,,,, ,,, (Slocum, Jr, Cron, Hanson, & Rawlings, 1985; Evans & Gilbert, 1984), Tremblay Roger (1993), 5,

3 ,,,, 90,, Chao (1990),,, Chao, Joseph (1996) Milliman (1992) (2008) 16,,,,,,,,,,,, ( ),,, (, 2009),,, , ;,,,,,, 1,, 16 ( 8 ),, ; ,,, 1,, 16, 10, 6 ; ;,, 3, 55, 43, 71%, 29%; 24 ; 11%, 76%,

4 %; 23%, 68%, 9% 3,,,, (1) ; (2), 3, 30, 2 20, 8 20,,, 14 Likert 5, 1, 5, 50, 41, 68.3%, 31.7%; 4.9%, 90.2%, 4.9%; 4.9%, 61.0%, 34.1%,, 6,, ,, 320, 279, 87.19%, 82.4%, 17.2%; 96.8%, 0.7%; 0.4%, 17.6%, 60.9%, 20.4%; 16.8%, ( ) 20.8%, 40.5%, 19.0%, 1.4%; 30.1%, 49.8%, 18.6%, 0.4%; 89.9%, 7.6%; 30 ( ) 1.9%, %, %, %, %, %, %; 22.65, , SPSS , (principal components analysis),, 1 ( 0.35); ( 0.35), ; ;, 10, , 60.61% 1 6, Q Q Q Q Q Q Q Q Q Q ( ) ( 60.61%) 35.07% 25.54% Cronbach α

5 ,,,,, 4,, (r = 0.51, p < 0.01), (p < 0.01), (Cronbach α) , 0.87, ,, 10, Likert 5,,,, 1250, 1037, 82.96%,, (n = 517), (n = 520) (n = 517), 67.4%, 32.6%; 88.3%, 11.7%; 5.7%, 32.0%, 53.9%, 8.4%; 10.5%, 17.6%, 56.7%, 13.4%, 1.8%; 19.4%, 33.3%, 19.2%, 11.7%, 16.4%; 70.3%, 29.7%; 30 ( ) 18.1%, %, %, %, %, %, %; 19.89, SPSS16.0 LISREL (CFA), (EFA),,, χ 2 df χ 2 /df RMSEA SRMR IFI CFI GFI χ 2 df χ 2 /df RMSEA SRMR IFI CFI GFI T Q T Q T Q T Q Q Q , χ 2 /df 5, RMSEA 0.08, SRMR 0.06,,,, Δχ Δdf = 1, 0.001,, (n = 517),

6 Cronbach α , 0.89, 0.70,, 2 1, 3.2.3,, 5,,,, 5,,,, 5,,, Slocum (1985) Savery (1989) Tremblay Roger (1993), 5,,,, 5 5, 1, 5,, 5 (r = 0.57, p < 0.01), 5 (r = 0.28, p < 0.01),, ;,,,, (, 2006;, 2014), t, (1) 5, (M = 3.18, SD = 0.96) 5 (M = 2.85, SD = 0.99) (t = 3.79, p < 0.01), (M = 2.85, SD = 0.90) 5 (M = 2.70, SD = 0.87) (, t = 1.77, p < 0.10) (2) 5, (M = 3.24, SD = 0.97) 5 (M = 2.85, SD = 0.98) (t = 4.17, p < 0.01), (M = 2.90, SD = 0.92) 5 (M = 2.69, SD = 0.86) (t = 2.49, p < 0.05),, 5,, (career success) ( ), ( ) (Seibert, Grant, & Kraimer, 1999), (career satisfaction) (Heslin, 2005),,,,,, Likert 5, 1, 5 Greenhuas Parasuraman Wormley (1990), (r = 0.41, p < 0.01), (r = 0.54, p < 0.01),, t (1) (M = 2.99, SD = 0.98, M = 2.94, SD = 0.97, t = 0.56, p > 0.05),

7 (M = 2.75, SD = 0.86, M = 2.78, SD = 0.92, t = 0.30, p > 0.05) ; (2) (F(4, 486) = 0.51, p > 0.05), (F(4, 478) = 3.36, p < 0.05),, (M = 2.69, SD = 0.90) (M = 2.69, SD = 0.90); (3) (M = 2.99, SD = 0.96) (M = 2.78, SD = 1.03) (t = 1.52, p > 0.05), (M = 2.72, SD = 0.84) (M = 2.87, SD = 0.97) (t = 1.07, p > 0.05); (4) (M = 2.97, SD = 0.96) (M = 3.01, SD = 1.02) (t = 0.37, p > 0.05),, (M = 3.01, SD = 0.88) (M = 2.67, SD = 0.87) (t = 3.92, p < 0.01); (5), (r = 0.32, p < 0.01), (r = 0.28, p < 0.01), (r = 0.22, p < 0.01), (r = 0.08, p > 0.05), (r = 0.01, p > 0.05), (r = 0.20, p < 0.01), 4 3,, (Lemire, Saba, & Gagnon, 1999; McCleese, Eby, Scharlau, & Hoffman, 2007; Ji-hyun & Jinkook, 2008;, 2006;, 2006;,, 2008;,,, 2011),,,,,,,,, (, 2011),,, 4.1 (organizational commitment) (Meyer & Allen, 1984),, (,, 2007), (,, 2006;,, 2007), (attribution theory) (self-service bias) (Weiner,1985),, (Blau, 1964),,, (Ji-hyun & Jinkook, 2008;,, 2008), (Allen & Meyer, 1990),,

8 ,,,, 1,,,,, (occupational burnout),, (Maslach & Jackson, 1981),, ;,, ;, (Maslach, Jackson, & Leiter, 1996),,,,,,,,,,, (Schaufeli & Taris, 2014) (the conservation of resources, COR) (Hobfoil, 1989),,,,,,, (,,, 2011;, 2012), 2,,, (Withdrawal behavior),,, (Hanisch & Hulin, 1990),, (Judge, Scott, & Ilies, 2006),, (Griffeth, Gaertner & Sager, 1999; Taris, Schreurs, & van Iersel-van Silfhout, 2001),,,,,,,,,,,,, (1) ( ) (n = 520), 2,,, 1, 67.1%,

9 %; 90.2%, 9.8%; 2.2%, 31.1%, 59.9%, 6.8%; 8.6%, 13.5%, 61.3%, 15.3%, 1.2%; 20.7%, 32.1%, 18.6%, 11.8%, 16.8%; 69.7%, 30.3%; %, 31~ %, 36~ %, 41~ %, 46~ %, 51~ %, %; 19.51, 9.64 (2) 2 250, 230, 92%,,,,, 2 3, 57.8%, 42.2%; 2.6%, 8.3%, 48.7%, 40.4%;, %, %, %, %, %, %; %, %, %, %, %; 28.7%, 43.9%, 11.7%, 10%, 4.8%, 0.9% 4.2.2, (4 ) (6 ), 10, Likert 5, 1, 5 α , 0.89;, α , 0.92 Allen Meyer (1990) ( ), Likert 5, 1 ; 5, α , α 0.89 Maslach MBI-GS ( ) (Maslach Burnout Inventory-General Survey),, (Maslach et al., 1996),, 16, Likert 5, 1, 5, α , α 0.87 Lehman Simpson (1992), 4,, Linkert 4, 1, 4, α ( ), (n = 520), χ 2 = df = 265 χ 2 /df = 3.61 RMSEA = 0.07 SRMR = 0.06 IFI = 0.95 CFI = 0.94 NFI = 0.93 NNFI = 0.94,, ( ), (n = 230), χ 2 = df = 390 χ 2 /df = 2.23 RMSEA = 0.07 SRMR = 0.07 IFI = 0.96 CFI = 0.96 NFI = 0.93 NNFI = 0.96, 4.2.4, (common method bias) (1)

10 ; (2), Likert 5, Likert 4 ; (3),,,, Podsakoff, MacKenzie, Lee Podsakoff (2003), Harman,, 40%,, 4 1, 24.17%; 6 1, 27.07%, (Anderson & Williams, 1992),, χ 2 df,, (Δdf = 25, Δχ 2 = 35.63) (Δdf = 30, Δχ 2 = 41.02), RMSEA CFI IFI NFI NNFI ,,,,, 4.3 4, ( ) ( ), (Hierarchical Regression) (1, 0 ) (1, 0 ) 5,, (β = 0.11, p > 0.05) (β = 0.01, p > 0.05) (β = 0.05, p > 0.05) ; (β = 0.37, p < 0.01), (β = 0.15, p < 0.05), (β = 0.11, p < 0.10), 4 (n = 520) M SD (0.84) ** (0.86) ** (0.76) * 0.16** 0.45** (0.78) ** 0.64** (0.81) (n = 230) M SD (0.91) ** (0.89) ** 0.60** (0.81) ** 0.62** 0.67** (0.72) ** 0.50** 0.44** 0.52** (0.76) ** 0.56** 0.60** 0.56** 0.53** (0.74) Cronbach α ; **p 0.01, *p 0.05

11 (n = 520) (n = 230) * ** 0.15* * * * 0.10* * ** 0.21** 0.23** * * 0.19* ** 0.15* ** 0.52** 0.46** 0.52** Adj. R R p 0.10, *p 0.05, **p , (β = 0.22, p < 0.01), (β = 0.19, p < 0.05), (β = 0.05, p > 0.05); (β = 0.48, p < 0.01), (β = 0.52, p < 0.01), (β = 0.46, p < 0.01), 2, (β = 0.09, p > 0.05), (β = 0.52, p < 0.01), 3,, ( ),,, ;,,,,,, (Milliman, 1992; Bardwick, 1986;, 2008) (Joseph, 1996) (, 2007),,,,,,, (2008),,,,,,,,,,,,,,,,,,,

12 (Milliman, 1992; Bardwick, 1986; Joseph, 1996;, 2008),,,,,, (,, 2011), (, 2005;, 2007),,, 5.2, ( ) ( ),,, ( ), t,,,,, 45, (r = 0.92, p < 0.01),,,,,,,,,,,,,,,,,,, (, 2010) ( ),, (, 2006) 5.3, ( ), (Ji-hyun & Jinkook, 2008; Lemire et al., 1999; Chay, Argee, & Chew, 1995; Allen, Poteet, & Russell, 1998;,, 2008),,,,,,,,,,,,,,,,,,,,,,,,,,,

13 , ;,,,, ( ),,,,,,,,,,, ( ) 5.4,,,,,,,,,, ( ),, Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), Allen, T. D., Poteet, M. L., & Russell, J. E. A. (1998). Attitudes of managers who are more or less career plateaued. The Career Development Quarterly, 47(2), An, S. M., & Lin, Q. L. (2007). View of civil servants organizational commitment system to the government. Chinese Public Administration, (10), [,. (2007).., (10), ] Anderson, S. E, & Williams, L. J. (1992). Assumptions about unmeasured variables with studies of reciprocal relationships: The case of employee attitudes. Journal of Applied Psychology, 77(5), Bai, G. L., Lin, W. Q., & Li, G. H. (2011). Research on the relationship among career plateau structure dimensions, job satisfaction and resignation intention. Science & Technology Progress and Policy, 28(3), [,,. (2011).., 28(3), ] Bardwick, J. M. (1986). The plateauing trap: How to avoid it in your career and your life. New York: American Management Association. Blau, P. M. (1964). Exchange and power in social life. New York: Wiley. Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16(1), Chay, Y. W., Aryee, S., & Chew, I. (1995). Career plateauing: Reactions and moderators among managerial and professional employees. International Journal of Human Resource Management, 6(1), Chen, Z. T., Jin, Y. Y., & Li, J. (2011). Empirical study on the relationship between career plateau and job burnout of knowledge worker. Journal of Wuhan Textile University, 24(2), [,,. (2011).., 24(2), ] Dong, X. (2007). An analysis of the intension and extension of civil servant concept. Qi Lu Journal, (1), [. (2007).., (1), ] Du, F. J. (2009). The ceiling of official career: A survey of cadres career development. People s Tribune, (23), [. (2009). :., (23), ] Du, X. Y., & Tian, J. (2011). The study of civil servant s career development path based on competence. Chinese Public Administration, (11), [,. (2011).., (11), ] Evans, M. G., & Gilbert, E. (1984). Plateaued managers: their need gratifications and their effort-performance expectations. Journal of Management Studies, 21(1), Feldman, D. C., & Weitz, B. A. (1988). Career plateaus in the sales force: Understanding and removing blockages to employee growth. Journal of Personal Selling & Sales

14 Management, 8(3), Ference, T. P., Stoner, J. A. F., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2(4), Gao, F. (2011). Research on the situation of the career plateau of the youth P. E. Teacher in college: Take the college P. E. Teachers in Beijing as example. Journal of Beijing Sport University, 34(7), [. (2011).., 34(7), ] Greenhaus, J. H., Parasuraman, S. & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1), Griffeth, R. W., Gaertner, S., & Sager, J. K. (1999). Taxonomic model of withdrawal behaviors: The adaptive response model. Human Resource Management, 9(4), Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37(1), He, Y. (2005). Research on the achievement motivation & attribution of primary level leader (Unpublished master s thesis). Suzhou University, Suzhou. [. (2005). ( ).,.] Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational Behavior, 26(2), Hobfoil, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), Hou, Y. B. (2007). The study on the civil servants of section chief s competency and relative factors (Unpublished doctorial dissertation. Jinan University, Guangzhou. [. (2007). ( ).,.] Hui, S. K., & Cao, J. (2010). Analysis on factors affecting the shaping of teacher s career plateau in elementary and middle school. Psychological Development and Education, 26(5), [,. (2010).., 26(5), ] Ji-hyun, J., & Jinkook, T. (2008). The effects of perceived career plateau on employees attitudes: Moderating effects of career motivation and perceived supervisor support with Korean employees. Journal of Career Development, 35(2), Joseph, J. (1996). An exploratory look at the plateauism construct. The Journal of Psychology: Interdisciplinary and Applied, 130(3), Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied Psychology, 91(1), Kou, D. Q. (2007). A study on the structure and characteristics of teacher s career plateau and its relationship to the job effect (Unpublished doctorial dissertation). Southwest University, Chongqing. [. (2007). ( ).,.] Lee, B. C. P. (2003). Going beyond career plateau: Using professional plateau to account for work outcomes. Journal of Management Development, 22(6), Lehman, W. E., & Simpson, D. D. (1992). Employee substance use and on-the-job behaviors. Journal of Applied Psychology, 77(3), Lemire, L., Saba, T., & Gagnon, Y. -C. (1999). Managing career plateauing in the Quebec Public Sector. Public Personnel Management, 28(3), Li, H. (2006). A study of relationship between career plateau, job satisfaction, organizational commitment and turnover intention of business managers (Unpublished doctorial dissertation). Chongqing University, Chongqing. [. (2006). ( ).,.] Liang, L. Z., & Zheng, F. J. (2007). The development of China's professional technical civil servants career path. Seeker, (2), 73 75, 78. [,. (2007).., (2), 73 75, 78.] Liang, W. M., & Yang, L. X. (2006). Opinions on the construction of civil servants career planning support system in China. Jiangxi Social Sciences, (8), [,. (2006).., (8), ] Liu, X. (2014). Research on the horizontal flowing of civil servants of leading posts in China (Unpublished master s thesis). South China University of Technology, Guangzhou. [. (2014). ( ).,.] Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behavior, 2(2), Maslach, C., Jackson, S. E., & Leiter, M. P. (1996). Maslach Burnout Inventory: Manual (3rd ed.). Palo Alto, CA: Consulting Psychologist Press. McCleese, C. S., Eby, L. T., Scharlau, E. A., & Hoffman, B. H. (2007). Hierarchical, job content, and double plateaus: A mixed-method study of stress, depression and coping responses. Journal of Vocational Behavior, 71(2), Meyer, J. P., & Allen, N. J. (1984). Testing the side-bet theory of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69(3), Miles, S., Gordon, J., & Storlie, C. (2013). Job satisfaction, perceived career plateau, and the perception of promotability: A correlational study. The Journal of International Management Studies, 8(1), 1 9. Milliman, J. F. (1992). Causes, consequences and moderating factors of career plateauing (Unpublished doctorial dissertation). University of Southern California. Podsakoff, P. M., MacKenzie, S. B., Lee, J. -Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), Savery, L. K. (1989). Comparing plateaued and non-plateaued employees. Journal of Managerial Psychology, 4(1), Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. In W. B. Schaufeli, & T. W. Taris (Eds.), Bridging occupational, organizational and public health (pp ). Netherlands: Springer. Seibert, S. E., Grant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84(3), Shi, K. (2006). Research on relationship and integration among civil servant s recruitment, management and exit mechanism in China (Unpublished doctorial dissertation). Nanjing Agricultural University, Nanjing.

15 [. (2006). ( ).,.] Slocum, J. W., Jr., Cron, W. L., Hanson, R. W., & Rawlings, S. (1985). Business strategy and the management of plateaued employees. Academy of Management Journal, 28(1), Smith-Ruig, T. (2009). Exploring career plateau as a multifaceted phenomenon: Understanding the types of career plateaux experienced by accounting professionals. British Journal of Management, 20(4), Song, B. (2010). Research on career development channels of public officials and SWOT model. Chinese Public Administration, (12), [. (2010). SWOT., (12), ] Taris, T. W., Schreurs, P. J. G., & van Iersel-van Silfhout, I. J. (2001). Job stress, job strain, and psychological withdrawal among Dutch university staff: Towards a dual process model for the effects of occupational stress. Work & Stress: An International Journal of Work, Health & Organisations, 15(4), Tremblay, M., & Roger, A. (1993). Individual, familial, and organizational determinants of career plateau: An empirical study of the determinants of objective and subjective career plateau in a population of Canadian managers. Group & Organization Management, 18(4), Tremblay, M., & Roger, A. (2004). Career plateauing reactions: The moderating role of job scope, role ambiguity and participation among Canadian managers. The International Journal of Human Resource Management, 15(6), Veiga, J. F. (1981). Plateaued versus non-plateaued managers: Career patterns, attitudes, and path potential. Academy of Management Journal, 24(3), Wang, S. (2011). Problems with civil servant performance appraisal and counter measures. Journal of Shandong University (Philosophy and Social Science), (1), [. (2011).. ( ), (1), ] Wang, Z. Q., & Zhang, H. (2007). Research into relationship between career plateau and job satisfaction of enterprise employees. Journal of Chongqing Technology and Business University (Social Sciences Edition), 24(6), [,. (2007).. ( ), 24(6), ] Weiner, B. (1985). An attributional theory of achievement motivation and emotion. Psychological Review, 92(4), Xie, B. G., & Long, L. R. (2008). The effects of career plateau on job satisfaction, organizational commitment and turnover intentions. Acta Psychologica Sinica, 40(8), [,. (2008).., 40(8), ] Xie, B. G., Long, L. R., & Zhao, Y. J. (2008). Development of career plateau questionnaire and research on its validity and reliability. Chinese Journal of Clinical Psychology, 16(4), [,,. (2008).., 16(4), ] Yu, C. (2006). Research on construct of career plateau and the relationship between it and job performance of knowledge employees. Studies in Science of Science, 24(6), [. (2006).., 24(6), ] Zhang, W. Q. (2006). On the career management of common civil servants in China government (Unpublished master s thesis). Northeastern University, Shenyang. [. (2006). ( ).,.] Zhang, Z. S. (2005). International comparison and reference research of civil servant's career development management. Journal of US-China Public Administration, 2(5), 1 6. [. (2005).., 2(5), 1 6.] Zhao, Y. R. (2012). The relationship of middle school teachers career plateau, job burnout and turnover intention (Unpublished master s thesis). Shandong Normal University, Jinan. [. (2012). ( ).,.] The Career Plateau of Chinese Public Servants: Construct, Measurement and Its Psychological and Behavioral Influence WANG Zhongjun 1 ; LONG Lirong 2 ; LIU Lidan 3 ; HUANG Xiaohua 4 ; JIA Wenwen 1 ; LI Lu 1 ; MA Hongyu 1 ( 1 Key Laboratory of Adolescent Cyberpsychology and Behavior, Ministry of Education; School of Psychology, Central China Normal University; Key Laboratory of Human Development and Mental Health of Hubei Province, Wuhan , China) ( 2 School of Management, Huazhong University of Science and Technology, Wuhan , China) ( 3 School of Humanities, Hubei University of Chinese Medicine, Wuhan , China) ( 4 United Front Work Department, CPC Jiangxi Provincial Committee, Nanchang , China) Abstract The career plateau is a serious problem for Chinese public servants, especially for those who at the lower level of public organizations, which occurs when an individual has limited vertical and horizontal career mobility. Since career plateau is of great influence on individual career development as well as organizational efficiency, this study investigated the career plateau phenomenon of Chinese public servants. Firstly, the typical features of Chinese public servants career plateau were found with the content analysis of data collected from 16 public servants, using structured interviews and open-ended questionnaires for other 43 public servants from

16 various public organizations. Meanwhile, the initial items for Public Servants Career Plateau Questionnaire (PSCPQ) were also established. Secondly, data collected from a sample of 279 public servants of diverse organizations was used to explore the CSCPQ s conceptual construct, reliability and validity by exploratory factor analysis (EFA). Thirdly, conducting Confirmatory Factor Analysis (CFA) for data from another larger sample of 517 public servants, the validity and reliability of the PSCPQ was confirmed. Eventually, this study investigated the relationship between career plateau and civil servants occupational psychological and behavioral outcomes, such as organizational commitment, occupational burnout and withdrawal behavior in workplace by hierarchical multiple regression analysis for data of 520 public servants and another sample (n = 230) from three public organizations. The research results indicated the career plateau of public servants was a two-dimension structure in Chinese public organizations context. The dimensions include the stagnation of promotion and the marginalization of position, which are completely different from the constructs of employees career plateau of enterprises found in previous studies. The Cronbach α coefficients of the two dimensions are all above 0.80 and show a steady and acceptable status in different samples. The Cronbach α coefficients of the entire PSCPQ is also above 0.87 in different sample. These results showed that PSCPQ developed in this study had good psychometric reliability and high validity. Furthermore, the results showed that after controlling demographic variables, the stagnation of promotion of public servants was significantly positive related to emotional burnout and cynicism, and was not related to organizational commitment, professional efficiency as well as withdrawal behavior at work. After controlling demographic variables, the positional marginalization of public servants was significantly negative related to organizational affective commitment, normative commitment and professional efficiency, and was positive related to organizational continuance commitment, emotional burnout, cynicism as well as withdrawal behavior. These results would be of enlightenment to the management practices and career development for public servants in Chinese public organizations. Finally, implications and directions for future research are discussed. Key words public servants; career plateau; stagnation of promotion; marginalization of position

Microsoft Word - 8王忠军龙立荣xb14-365_new_.doc

Microsoft Word - 8王忠军龙立荣xb14-365_new_.doc 心理学报 2015, Vol. 47, No.11, 1379 1394 Acta Psychologica Sinica DOI: 10.3724/SP.J.1041.2015.01379 仕途天花板 : 公务员职业生涯高原结构 * 测量与效果王忠军 1 龙立荣李 2 刘丽丹璐 1 3 马红宇黄小华 1 4 贾文文 1 (