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

2015, Vol. 47, No.11, 1379 1394 Acta Psychologica Sinica DOI: 10.3724/SP.J.1041.2015.01379 * 1 2 3 4 1 1 1 ( 1, 430079) ( 2, 430074) ( 3, 430065) ( 4, 330006) (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),, 1.1 10, 2006 : 2014 10 22 * (71232001) (14YJC630084) (2012143) (CCNU14Z02015) :, E-mail: linda5933@163.com 1379

1380 47,,,, ; ;, ;, ; ;, (,, 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),,,,,, 1.3 20 90,,, (Slocum, Jr, Cron, Hanson, & Rawlings, 1985; Evans & Gilbert, 1984), Tremblay Roger (1993), 5,

11 1381,,,, 90,, Chao (1990),,, Chao, Joseph (1996) Milliman (1992) (2008) 16,,,,,,,,,,,, ( ),,, (, 2009),,, 2 1 2.1 2.1.1, ;,,,,,, 1,, 16 ( 8 ),, 2 2 2 2 ; 2 2 2 1 1,,, 1,, 16, 10, 6 ; 35 47 ;,, 3, 55, 43, 71%, 29%; 24 ; 11%, 76%,

1382 47 13%; 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,, 14 2.1.2,, 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%, 31 35 7.6%, 36 40 30.5%, 41 45 41.8%, 46 50 12.4%, 51 55 4.4%, 55 1.5%; 22.65, 6.07 2.2, SPSS16.0 14, (principal components analysis),, 1 ( 0.35); ( 0.35), ; ;, 10, 0.62 0.81, 60.61% 1 6, 1 1 2 Q 1 0.81 0.22 Q 2 0.80 0.15 Q 3 0.77 0.23 Q 4 0.74 0.14 Q 5 0.66 0.19 Q 6 0.62 0.20 Q 7 0.13 0.78 Q 8 0.37 0.78 Q 9 0.33 0.77 Q 10 0.09 0.73 ( ) ( 60.61%) 35.07% 25.54% Cronbach α 0.85 0.81

11 1383,,,,, 4,, (r = 0.51, p < 0.01), 0.86 0.88 (p < 0.01), (Cronbach α) 0.85 0.81, 0.87, 3 2 3.1 7,, 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%, 31 35 14.2%, 36 40 21.5%, 41 45 21.7%, 46 50 10.4%, 51 55 11.4%, 55 2.8%; 19.89, 10.003 SPSS16.0 LISREL8.30 3.2 3.2.1 (CFA), (EFA),,, χ 2 df χ 2 /df RMSEA SRMR IFI CFI GFI 2 3 2 χ 2 df χ 2 /df RMSEA SRMR IFI CFI GFI 4979.02 45 110.65 283.51 35 8.10 0.12 0.06 0.95 0.95 0.89 155.06 34 4.56 0.08 0.04 0.98 0.98 0.94 3 T1 0.72 0.49 Q1 0.76 0.43 T2 0.76 0.42 Q2 0.77 0.41 T3 0.70 0.52 Q3 0.67 0.55 T4 0.76 0.43 Q4 0.63 0.60 Q5 0.73 0.46 Q6 0.64 0.58 2, χ 2 /df 5, RMSEA 0.08, SRMR 0.06,,,, Δχ 2 128.45 Δdf = 1, 0.001,, 3.2.2 (n = 517),

1384 47 Cronbach α 0.82 0.85, 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),, 3.2.4 t (1) (M = 2.99, SD = 0.98, M = 2.94, SD = 0.97, t = 0.56, p > 0.05),

11 1385 (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),,

1386 47,,,, 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),,,,,,,,,,,,, 3 4.2 4.2.1 (1) 7 1037 ( ) (n = 520), 2,,, 1, 67.1%,

11 1387 32.9%; 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%; 30 18.4%, 31~35 17.9%, 36~40 16.3%, 41~45 22.7%, 46~50 11.7%, 51~55 10.5%, 55 2.5%; 19.51, 9.64 (2) 2 250, 230, 92%,,,,, 2 3, 57.8%, 42.2%; 2.6%, 8.3%, 48.7%, 40.4%;, 25 4.3%, 26 30 22.2%, 31 35 22.2%, 36 40 16.5%, 41 45 12.6%, 46 22.2%; 5 29.1%, 6 10 17.4%, 11 15 13%, 16 20 12.2%, 21 28.3%; 28.7%, 43.9%, 11.7%, 10%, 4.8%, 0.9% 4.2.2, (4 ) (6 ), 10, Likert 5, 1, 5 α 0.83 0.85, 0.89;, α 0.91 0.89, 0.92 Allen Meyer (1990) ( ), Likert 5, 1 ; 5, α 0.76 0.79 0.80, α 0.89 Maslach MBI-GS ( ) (Maslach Burnout Inventory-General Survey),, (Maslach et al., 1996),, 16, Likert 5, 1, 5, α 0.81 0.72 0.76, α 0.87 Lehman Simpson (1992), 4,, Linkert 4, 1, 4, α 0.74 4.2.3 ( ), (n = 520), χ 2 = 955.75 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 = 869.68 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)

1388 47 ; (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 0.01 0.02,,,,, 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 1 2 3 4 1. 3.02 0.98 (0.84) 2. 2.77 0.91 0.64** (0.86) 3. 3.14 0.82 0.03 0.23** (0.76) 4. 2.75 0.83 0.09* 0.16** 0.45** (0.78) 5. 2.76 0.87 0.04 0.03 0.69** 0.64** (0.81) (n = 230) M SD 1 2 3 4 5 1. 3.39 1.13 (0.91) 2. 2.83 0.94 0.67** (0.89) 3. 2.92 0.91 0.54** 0.60** (0.81) 4. 2.86 0.82 0.51** 0.62** 0.67** (0.72) 5. 3.78 0.66 0.27** 0.50** 0.44** 0.52** (0.76) 6. 1.96 0.57 0.39** 0.56** 0.60** 0.56** 0.53** (0.74) Cronbach α ; **p 0.01, *p 0.05

11 1389 5 (n = 520) (n = 230) 0.09 0.07 0.04 0.17* 0.06 0.11 0.25** 0.15* 0.06 0.13* 0.16 0.17* 0.10 0.04 0.02 0.10* 0.10* 0.11 0.15* 0.04 0.09 0.18** 0.21** 0.23** 0.05 0.04 0.17* 0.07 0.11 0.01 0.05 0.22* 0.19* 0.05 0.09 0.37** 0.15* 0.11 0.48** 0.52** 0.46** 0.52** Adj. R 2 0.14 0.07 0.06 0.43 0.44 0.25 0.35 R 2 0.10 0.02 0.01 0.35 0.38 0.22 0.30 p 0.10, *p 0.05, **p 0.01 1, (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,, ( ),,, 5 5.1 ;,,,,,, (Milliman, 1992; Bardwick, 1986;, 2008) (Joseph, 1996) (, 2007),,,,,,, (2008),,,,,,,,,,,,,,,,,,,

1390 47 (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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1394 47 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