,,,, ; ;, ;, ; ;, (,, 2006;,, 2007),,,,, (, 2006;, 2005;,, 2011),,,,,,,, (, 2009), ( 8311 ),, 64%, 45~55,,, (, 2009), 1.2,, ( ) (Tremblay & Rog

Transcription

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) :, [email protected] 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),,,,,,,,,,,,,,,,,,,,,,,,,,,

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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). 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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