تحلیل سیاستی فلاتزدگی شغلی در نهادهای عمومی شهری: طراحی و اعتبارسنجی مدل پیشایندها و پیامدها در شهرداری تهران
محورهای موضوعی : مدیریت
میلاد رستمیان
1
*
,
عباس نرگسیان
2
,
علیرضا روستا
3
,
روح اله علیخان گرگانی
4
1 - دانشجوی دکترای مدیریت دولتی گرایش منابع انسانی ،دانشکده مدیریت، دانشگاه آزاد اسلامی ، واحد بین الملل کیش ، تهران ، ایران
2 - عضو هیئت علمی دانشگاه تهران
3 - گروه مدیریت بازرگانی، واحد شهر قدس، دانشگاه آزاد اسلامی، تهران، ایران
4 - استادیار، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه آزاد اسلامی، رشت ، ایران
کلید واژه: فلات زدگی , سیاستگذاری منابع انسانی, نهادهای عمومی شهری, مدلسازی , پیشایندها و پیامدها , رفتار سازمانی,
چکیده مقاله :
این پژوهش با هدف طراحی و اعتبارسنجی مدل پیشآیند و پیامدهای فلاتزدگی شغلی در کارکنان معاونت منابع انسانی شهرداری تهران انجام شده است. این مطالعه از نوع کاربردی و با رویکرد آمیخته (کمی و کیفی) و اکتشافی است که دادهها از طریق مصاحبه نیمهساختاریافته با 15 نفر از خبرگان و مدیران معاونت منابع انسانی شهرداری تهران جمعآوری شده است. تحلیل دادهها با استفاده از روشهای تحلیل مضمون و نرمافزارPLS صورت گرفت. نتایج تحقیق نشان داد که چهار دسته عامل به عنوان پیشآیندهای فلاتزدگی شغلی شناسایی شدهاند: عوامل محیطی بیرونی، عوامل مرتبط با شغل، عوامل سازمانی و عوامل فردی. همچنین، پیامدهای فردی و محیطی-سازمانی به عنوان نتایج فلاتزدگی شغلی شناسایی گردیدند. در مجموع، 81 شاخص به عنوان پیشآیند و 31 شاخص به عنوان پیامدهای فلاتزدگی شغلی شناسایی و بر اساس نظر متخصصین، مدل نهایی با استفاده از نرمافزار PLS اعتبارسنجی شد. یافتهها نشان دادند که عوامل سازمانی بیشترین قدرت پیشبینی در ایجاد فلاتزدگی شغلی را دارند. این تحقیق تأکید دارد که شناسایی و ارزیابی دقیق عوامل مؤثر بر فلاتزدگی شغلی میتواند به کاهش این پدیده و ایجاد بسترهای مناسب برای ارتقای توانمندیهای کارکنان، افزایش رضایت و انگیزه آنان در سازمانهای شهری منجر شود. نتایج این مطالعه میتواند به سیاستگذاران منابع انسانی در نهادهای عمومی در راستای طراحی استراتژیهای مؤثر برای بهبود وضعیت شغلی کارکنان کمک کند
This study aimed to design and validate a model of the antecedents and consequences of career plateauing among the employees of the Human Resources Department of Tehran Municipality.
This research is applied in nature and follows a mixed-methods (quantitative and qualitative) and exploratory approach. Data were collected through semi-structured interviews with 15 experts and managers from the Human Resources Department of Tehran Municipality. The data analysis was conducted using thematic analysis methods and PLS (Partial Least Squares) software.
The findings revealed that four categories of factors were identified as antecedents of career plateauing: external environmental factors, job-related factors, organizational factors, and individual factors. Moreover, personal and organizational-environmental consequences were identified as the outcomes of career plateauing.
In total, 81 indicators were identified as antecedents and 31 indicators as consequences of career plateauing. Based on expert opinion, the final model was validated using PLS software. The results showed that organizational factors had the highest predictive power in causing career plateauing.
This study emphasizes that accurately identifying and evaluating the factors influencing career plateauing can help reduce this phenomenon and create appropriate conditions for enhancing employee capabilities, increasing their satisfaction and motivation within urban organizations. The findings of this research can assist human resource policymakers in public institutions in designing effective strategies to improve employee job conditions.
Abd-Elrhaman, E., Ebraheem, S., & Helal, W. (2020). Career plateau, self-efficacy and job embeddedness as perceived by staff nurses. American Journal of Nursing Research, 8(2), 170–181
Abraham, N., Nwovuhoma, I., & Malik, C. (2016). Career plateau and employee performance in secondary schools in Rivers State. African International Journal of Educational Learning, 4(8), 168–176.
Adekunle, O. S. (2020). Mentoring, job satisfaction, organisational commitment, career motivation and job stress as precursors of police officers’ career plateau in Ibadan. Journal of Positive Psychology and Counselling, 5.
Agolla, J., & Ongori, H. (2009). Paradigm shift in managing career plateau in organisation: The best strategy to minimize employee intention to quit. Academic Journals, 5(6), 799.
Akpa, V. O., Asikhia, O. U., & Nneji, N. E. (2021). Organizational culture and organizational performance: A review of literature. International Journal of Advances in Engineering and Management, 3(1), 361–372.
Appelbaum, S. H., & Finestone, D. (1994). Revisiting career plateauing: Same old problems–Avant‐garde solutions. Journal of Managerial Psychology, 9(5), 12–21.
Arias, E., & Smith, A. (2018). Tenure, promotion and performance: The career path of US ambassadors. The Review of International Organizations, 13, 77–103.
Armstrong‐Stassen, M. (2008). Factors associated with job content plateauing among older workers. Career Development International, 13(7), 594–613.
Bardwick, J. M. (1986). The plateauing trap, Part 1: Getting caught. Personnel, 63(10), 46–51.
Bideghi, S. (2023). Organizational justice: Negareshi be masaleh farhange edalati. Tehran: University of Tehran.smoking ban. Journal of Management Development, 26(3), 258–271.
Bideghi, P., Esfahani, M., & Rangriz, A. (2023). Strategies for achieving social justice in human resources in accordance with Article 78 of the Sixth Development Plan. Human Resource Management Research, 15(3), 197–232. [in Persian].
Burke, R. J., & Mikkelsen, A. (2006). Examining the career plateau among police officers. International Journal of Police Science & Management, 8(3), 177–194.
Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16(1), 181–193.
Choy, C. S., & Savino, J. (2011). An integrative framework of knowledge sharing: A case study. Journal of Information & Knowledge Management, 10(2), 97–111.
Conway, J. M. (1988). Perceptions of job characteristics and job content plateauing. Group & Organization Studies, 13(3), 307–321.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386
De Vos, A., & Meganck, A. (2009). What HR managers do versus what employees value. Personnel Review, 38(1), 45–60.
Drucker-Godard, C., Fouque, T., Gollety, M., & Le Flanchec, A. (2015). Career plateauing, job satisfaction and commitment of scholars in French universities. Public Organization Review,15(3), 335–351. https://doi.org/10.1007/s11115-014-0280-0 ResearchGate+3SpringerLink+3IDEAS/RePEc+3
Ettington, D. R. (1998). Successful career plateauing. Group & Organization Management, 23(3), 294–308.
Faramarzi, F., Mohajeran, M., & Majd, B. (2015). Examining the relationships between social capital, organizational participation, and human capital in the higher education system. Human Resource Management Research, 7(3), 207–226. [in Persian].
Finkelstein, L. M., Kulas, J. T., & Dages, K. D. (2003). Age differences in proactive newcomer socialization strategies in two populations. Journal of Business and Psychology, 17, 473–490.
Ference, T. P., Stoner, J. A. F., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2(4), 602–612.
Golembiewski, R. T. (1978). Organization development in public agencies: Perspectives on theory and practice. Public Administration Review, 38(3), 222–229.
Grawitch, M. J., & Ballard, D. W. (2023). The importance of a healthy work environment: A review of the literature on workplace well-being and organizational outcomes. Journal of Organizational Behavior, 44(1), 45–64. https://doi.org/10.1002/job.2592
Hall, D. T. (1986). Dilemmas in linking succession planning to individual executive learning. Human Resource Management, 25(2), 235–265.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279. https://doi.org/10.1037/0021-9010.87.2.268
Hassan, H., & Asadullah, M. A. (2020). Career plateau and job burnout: The moderating effects of mentoring and affective commitment. Journal of Management Development, 39(2), 161–173.
High Administrative Council. (2016). Directive No. 173: Organizing human resources and organizational structure in executive agencies. Administrative and Recruitment Affairs Organization. Retrieved from https://www.aro.gov.ir
Hill, R. B. (2001). Adult learning in nontraditional settings: Barriers to adult learning in continuing higher education. Journal of Continuing Higher Education, 49(1), 2–10.
Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2005). Organizational behavior and management (7th ed.). McGraw-Hill.
Jurkiewicz, C. L. (2000). Generation X and the public employee. Public Personnel Management, 29(1), 55–74.
Katz, R. (1980). Time and work: Toward an integrative perspective. In C. L. Cooper & R. Payne (Eds.), Current concerns in occupational stress (pp. 133–147). Wiley.
Khanifer, D. (2006). Examining the psychological dimensions of career plateau and proposing practical solutions for overcoming it. Scientific Journal, 4(2). [in Persian].
Kong, H., Wang, S., & Fu, X. (2015). Meeting career plateau in China: Relationships among career plateau, job burnout and organizational commitment. International Journal of Hospitality Management, 48, 93–100.
Krishnan, S. (2004). The impact of career plateauing on job satisfaction and organizational commitment of employees. Indian Journal of Industrial Relations, 40(2), 248–260.
Lee, C. H. (2003). Does mentoring matter in career plateauing situations? International Journal of Human Resource Management, 14(6), 1036–1051.
Lee, C. H., & Ashforth, B. E. (1996). A meta‐analytic examination of the correlates of the three dimensions of job burnout. Journal of Applied Psychology, 81(2), 123–133.
Lin, Y.-c., Chen, A. S.-y., & Lai, Y.-t. (2018). Breach or bridge your career? Understanding the relationship between career plateau and internal employability. Personnel Review, 47(1), 154–172. https://doi.org/10.1108/PR-03-2016-0066ResearchGate+1Emerald+1
Levinson, H. (1977). The mid‐career crisis. Harvard Business Review, 55(2), 75–86.
Luthans, F. (2002). Organizational behavior (9th ed.). McGraw-Hill/Irwin.
Mengstie, M. M. (2020). Perceived organizational justice and turnover intention among hospital healthcare workers. BMC Psychology, 8(1), Article 19. https://doi.org/10.1186/s40359-020-0387-8BioMed Central
Meyerson, D. E., & Fletcher, J. K. (2000). A modest manifesto for shattering the glass ceiling. Harvard Business Review, 78(1), 126–136.
Milliman, J., Czaplewski, A. J., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of Organizational Change Management, 16(4), 426–447.
Milliman, J. F., Von Glinow, M. A., & Nathan, M. (1991). Organizational life cycles and strategic international human resource management in multinational companies: Implications for congruence theory. Academy of Management Review, 16(2), 318–339.
Moradi, M., & Saatchi, M. (2022). Organizational support and career plateau: A study among employees in public sector. Public Management Research Journal, 12(4), 55–72.
Moore, J. E. (2000). One road to turnover: An examination of work exhaustion in technology professionals. MIS Quarterly, 24(1), 141–168.
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403–419.
Mohammadi, M., Farahi, S., Soltani Pour, T., & Khodayar, M. (2015). Designing and explaining a human resource development model for a military organization. Human Resource Management Research, 7(1), 187–212. [in Persian].
Molamirzaei, H., Poursaeed Esfahani, H., & Sadeghzadeh, S. M. (2016). Determining the relationship between successful implementation of strategic planning systems and intrinsic rewards in human resources. Human Resource Management Research, 8(1), 131–152. [in Persian].
Mirsaeedi, M., & Gorosi, A. (2019). The impact of job design on employees’ career plateau: A case study of the Provincial Affairs Department at IRIB. Journal of Human Capital Empowerment, 197–210. [in Persian].
Norouzi, M., & Tahmasebi-Aghbolaghi, S. (2020). The impact of career plateau and job stress on organizational silence among Iran Insurance Company employees. Sustainable Human Resource Management, 2, 221–236. [in Persian].
Near, J. P. (1985). Organizational commitment among Japanese and U.S. workers. Management International Review, 25(4), 66–74.
Nicholson, N. (1984). A theory of work role transitions. Administrative Science Quarterly, 29(2), 172–191.
Noe, R. A. (2017). Employee training and development (7th ed.). McGraw-Hill Education.
O'Leary, B. J., & Deegan, J. (2006). Career plateaus and workplace spirituality. Journal of Managerial Psychology, 21(6), 489–501.
Ornstein, S. (1990). Career patterns of women in middle management. Human Resource Management, 29(2), 229–250.
Peterson, S. J., & Byron, K. (2008). Exploring the role of hope in job performance: Results from four studies. Journal of Organizational Behavior, 29(6), 785–803.
Phillips, J. M., & Connell, A. O. (2003). Managing employee retention: A strategic accountability approach. SHRM Foundation Publication.
Rasouli, R., & Zakerian, S. A. (2014). Investigating the relationship between career plateau and organizational commitment. Iranian Journal of Management Studies, 7(1), 91–110.
Rastegar, A. A., & Hosseini, S. M. (2020). Career plateau and its consequences: A meta-analysis study. Journal of Career Development, 47(3), 304–321.
Reilly, N. P., & Orsak, C. L. (1991). A career stage analysis of career and organizational commitment in nursing. Journal of Vocational Behavior, 39(3), 311–330.
Roehling, M. V., Cavanaugh, M. A., Moynihan, L. M., & Boswell, W. R. (2000). The nature of the new employment relationship: A content analysis of the practitioner and academic literatures. Human Resource Management, 39(4), 305–320.
Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Sage Publications.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Savickas, M. L. (2002). Career construction: A developmental theory of vocational behavior. In D. Brown (Ed.), Career choice and development (4th ed., pp. 149–205). Jossey-Bass.
Schein, E. H. (1978). Career dynamics: Matching individual and organizational needs. Addison-Wesley.
Slocum, J. W., Cron, W. L., Hansen, R. W., & Rawlings, S. (1985). Business strategy and the management of plateaued employees. Academy of Management Journal, 28(1), 133–154.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. Sage Publications.
Super, D. E. (1990). A life-span, life-space approach to career development. In D. Brown, L. Brooks & Associates (Eds.), Career choice and development (2nd ed., pp. 197–261). Jossey-Bass.
Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. Research in Organizational Behavior, 1, 209–264.
Tao, Y., Ma, Z., Hou, W., Zhu, Y., Zhang, L., Li, C., & Shi, C. (2022). Neuroticism trait and mental health among Chinese firefighters: The moderating role of perceived organizational support and the mediating role of burnout—A path analysis. Frontiers in Public Health, 10, Article 870772. https://doi.org/10.3389/fpubh.2022.870772Frontiers+2Frontiers+2ResearchGate+2
Trivedi, B. M., & Varkkey, B. (2020). Managing career plateau: Case of Aster Retail, UAE. Strategic HR Review, 19(5), 243–248. https://doi.org/10.1108/SHR-10-2020-0088
Wang, A. C., & Cheng, B. S. (2010). When does benevolent leadership lead to creativity? The moderating role of creative role identity and job autonomy. Journal of Organizational Behavior, 31(1), 106–121.
Weng, Q., & Hu, B. (2009). The structure of career growth and its impact on employees' turnover intention. Industrial Engineering and Management, 14(1), 14–21.
Wiener, Y., & Vardi, Y. (1980). Relationships between job, organization, and career commitments and work outcomes—An integrative approach. Organizational Behavior and Human Performance, 26(1), 81–96.
Yang, Y., & Zhang, L. (2021). Career plateau and turnover intention: The moderating role of organizational justice. Journal of Career Assessment, 29(1), 145–161.
Yousefzayei Bor, M. H., & Bahramzadeh, H. A. (2014). Investigating the relationship between career stagnation and employee burnout in the Economic and Finance Department of Golestan Province. In First National Conference on the Role of Management and Accounting in the New World of Business, Economy and Culture. [in Persian].