企业人力资源管理者职业高原的实证研究
|
摘要
随着企业人力资源管理者角色的转变以及在企业中地位的提升，人力资源管理者的职业发展的相关问题也受到研究者们的重视。自Ference等人（1977）从职位晋升角度研究职业高原以来，职业高原的含义、职业高原的构成维度以及职业高原对员工工作态度和行为造成影响的研究就一直是国内外学术界关注的热点问题。而纵观国内外研究领域，还没有对企业人力资源管理者进行职业生涯发展或职业高原的专门研究。本论文认为对企业人力资源管理者的职业高原进行研究是深入了解人力资源管理者职业发展的重要方式，其研究成果对企业管理和人力资源管理者职业生涯发展都具有重要意义。
本研究的主要学术贡献包括：第一，根据文献研究和理论分析，在国内外研究者对职业高原结构进行探索的基础之上建立了企业人力资源管理者职业高原的四维度结构，包括结构高原、内容高原、中心化高原和动机高原。第二，通过分析企业人力资源管理者职业高原及其构成维度在人口学变量上的差异发现，人力资源管理者职业高原整体在年龄、工作年限、任职年限、学历、职位和企业性质上存在显著差异，在性别和婚姻上不存在显著差异；研究发现人力资源管理者的年龄越大、工作年限越长、任职年限越长、学历越低、职位越低，其职业高原的敏感度越高。国有企业和民营企业人力资源管理者的职业高原相对外资企业和合资企业较高。第三，通过对企业人力资源管理者的组织支持感、工作满意度和离职倾向进行调查发现：企业人力资源管理者的工作满意度处于中上水平，且内部工作满意度要高于外部工作满意度；企业人力资源管理者的组织支持感同样处于中上水平，在组织支持感的四个构成维度中，同事支持感最高，其次为工具性组织支持感和主管支持，情感性组织支持感相对最低；企业人力资源管理者的离职倾向处于中等偏下水平，说明企业人力资源管理者的离职倾向不是很高。第四，通过对人力资源管理者职业高原和工作满意度、组织支持感、离职倾向之间的关系分析发现：职业高原会对工作满意度产生负面影响；组织支持感在职业高原和工作满意度之间的关系中起到了部分中介作用，即在组织支持感的中介作用下，职业高原对工作满意度的负面影响会显著降低；企业人力资源管理的职业高原对离职倾向产生正向影响，且结构高原对离职倾向起主要的影响作用。实证结果分析显示，组织支持感在职业高原和离职倾向的关系中未起到中介作用。除此之外，还发现组织支持感和工作满意度正相关，相关性较强；组织支持感与离职倾向负相关，但相关性不大。
本论文研究对企业管理实践的价值在于：首先，引起企业管理者，特别是人力资源管理者对职业高原问题的关注，同时，企业人力资源管理者既要重视企业的人力资源管理工作，也要重视自身的职业发展以及职业高原现象。其次，重视并协助人力资源管理者向企业战略伙伴的角色转变，例如，通过重新进行工作设计和增加培训机会帮助人力资源管理者完成管理角色的转变。最后，探索提高企业人力资源管理者工作满意度、组织支持感，降低职业高原，离职倾向的有利措施。具体措施可以包括，重新塑造企业人力资源管理者的职业价值观、建立多样化的职业发展路径、为人力资源管理者的工作提供必要的工作条件、尊重人力资源管理者个人的需求和价值观、尊重人力资源管理工作本身、包括企业高管在内的管理人员都需要了解并支持企业的人力资源管理工作和人力资源管理者。
With the more importance and role changesin human resource management of enterprises, researchers pay more attention on thehuman resources managers’ career development. Since Ference (1977) did the first studyof career plateau from the angle of promotion, and then the meaning of career plateau, thedimensions of career plateau, the impact of career plateau to employees’ working attitudesand behaviors have being hot issues in the domestic and foreign academic fields.After the preset research of relative fields was summarized, there is few study of careerdevelopment or career plateau on human resources managers. This paper considers that thestudy on human resources managers’ career plateau is in-depth understanding of humanresources managers’ career development. The research results have important significanceboth for enterprise management and human resources managers’ career development.
The main academic contributions of this research include: first, based on thedocuments and theoretical analysis, this paper builds the four dimensions structure modelof human resource managers’ career plateau, it’s including structure plateau, contentplateau, centralizing plateau and motivation plateau. Second, through the analysis ofhuman resource managers’ career plateau and its dimensions structure differences indemographic variables, it finds out human resources managers’ career plateau hassignificant differences in age, working life, Length of service, education, position andthe nature of the enterprise, and has few significant differences in gender and marital status.The human resources managers of the older, the longer working life, the longer the lengthof service, the lower education level, the lower position have the higher sensitivity oncareer plateau. The human resources managers from the state-owned enterprise and privateenterprises have higher career plateau feel than those from foreign-funded enterprises andjoint ventures. Third, the survey on human resources managers’ perceived organizationalsupport, job satisfaction and turnover intention find the job satisfaction of human resourcesmanager is in the upper level, and their internal job satisfaction is higher than their externaljob satisfaction, the perceived organizational support of human resources manager is in theupper level too. And in the four dimensions structure of the perceived organizationalsupport, colleague support is the highest, followed by tool of perceived organizationalsupport and supervisor support, and affective organizational support is lowest. Theturnover intention of human resources managers is in the middle and lower level; it meansthat human resources managers don’t want to leave their now organization. Forth, through the analysis of the relationship between human resources managers’ career plateau, jobsatisfaction, perceived organizational support and turnover intention, find that careerplateau has a negative impact on job satisfaction, perceived organizational support plays apartial intermediary role between career plateau and job satisfaction, it means that with themediating effect of perceived organizational support, the negative effects of career plateauon job satisfaction will reduce greatly. Career plateau has a positive effect on turnoverintention, and structure plateau has major influence on turnover intention. The empiricalresults show, perceived organizational support does not play an intermediary role betweencareer plateau and turnover intention. In addition, also find thatthere is a specific positive correlation between perceived organizational support and jobsatisfaction, and there is a low negative correlation between perceived organizationalsupport and turnover intention.
Above all, this paper also has high value to the practice of enterprise management.First of all, causes the enterprise managers, especially the human resources managers focuson career plateau problems. Human resources managers should not only pay attention tothe human resource management of enterprises, but also pay attention to their own careerdevelopment and career plateau. And second, pay attention to the change of humanresources managers to strategic business partner role, and help themaccomplish the transformation. For example, design and increase training opportunities.Last, explore good measures to improve the human resources managers’ job satisfactionand perceived organizational support, reduce their career plateau and turnover intention.For example, reshape human resources managers’ professional values, establish adiversified career development path, provide necessary working conditions for the HRmanagement, respect for human resource managers personal needs, respect for values andthe work of human resources management itself. Including corporate executives, managersneed to understand and support the human resources management and human resourcemanagers both.
本研究的主要学术贡献包括：第一，根据文献研究和理论分析，在国内外研究者对职业高原结构进行探索的基础之上建立了企业人力资源管理者职业高原的四维度结构，包括结构高原、内容高原、中心化高原和动机高原。第二，通过分析企业人力资源管理者职业高原及其构成维度在人口学变量上的差异发现，人力资源管理者职业高原整体在年龄、工作年限、任职年限、学历、职位和企业性质上存在显著差异，在性别和婚姻上不存在显著差异；研究发现人力资源管理者的年龄越大、工作年限越长、任职年限越长、学历越低、职位越低，其职业高原的敏感度越高。国有企业和民营企业人力资源管理者的职业高原相对外资企业和合资企业较高。第三，通过对企业人力资源管理者的组织支持感、工作满意度和离职倾向进行调查发现：企业人力资源管理者的工作满意度处于中上水平，且内部工作满意度要高于外部工作满意度；企业人力资源管理者的组织支持感同样处于中上水平，在组织支持感的四个构成维度中，同事支持感最高，其次为工具性组织支持感和主管支持，情感性组织支持感相对最低；企业人力资源管理者的离职倾向处于中等偏下水平，说明企业人力资源管理者的离职倾向不是很高。第四，通过对人力资源管理者职业高原和工作满意度、组织支持感、离职倾向之间的关系分析发现：职业高原会对工作满意度产生负面影响；组织支持感在职业高原和工作满意度之间的关系中起到了部分中介作用，即在组织支持感的中介作用下，职业高原对工作满意度的负面影响会显著降低；企业人力资源管理的职业高原对离职倾向产生正向影响，且结构高原对离职倾向起主要的影响作用。实证结果分析显示，组织支持感在职业高原和离职倾向的关系中未起到中介作用。除此之外，还发现组织支持感和工作满意度正相关，相关性较强；组织支持感与离职倾向负相关，但相关性不大。
本论文研究对企业管理实践的价值在于：首先，引起企业管理者，特别是人力资源管理者对职业高原问题的关注，同时，企业人力资源管理者既要重视企业的人力资源管理工作，也要重视自身的职业发展以及职业高原现象。其次，重视并协助人力资源管理者向企业战略伙伴的角色转变，例如，通过重新进行工作设计和增加培训机会帮助人力资源管理者完成管理角色的转变。最后，探索提高企业人力资源管理者工作满意度、组织支持感，降低职业高原，离职倾向的有利措施。具体措施可以包括，重新塑造企业人力资源管理者的职业价值观、建立多样化的职业发展路径、为人力资源管理者的工作提供必要的工作条件、尊重人力资源管理者个人的需求和价值观、尊重人力资源管理工作本身、包括企业高管在内的管理人员都需要了解并支持企业的人力资源管理工作和人力资源管理者。
With the more importance and role changesin human resource management of enterprises, researchers pay more attention on thehuman resources managers’ career development. Since Ference (1977) did the first studyof career plateau from the angle of promotion, and then the meaning of career plateau, thedimensions of career plateau, the impact of career plateau to employees’ working attitudesand behaviors have being hot issues in the domestic and foreign academic fields.After the preset research of relative fields was summarized, there is few study of careerdevelopment or career plateau on human resources managers. This paper considers that thestudy on human resources managers’ career plateau is in-depth understanding of humanresources managers’ career development. The research results have important significanceboth for enterprise management and human resources managers’ career development.
The main academic contributions of this research include: first, based on thedocuments and theoretical analysis, this paper builds the four dimensions structure modelof human resource managers’ career plateau, it’s including structure plateau, contentplateau, centralizing plateau and motivation plateau. Second, through the analysis ofhuman resource managers’ career plateau and its dimensions structure differences indemographic variables, it finds out human resources managers’ career plateau hassignificant differences in age, working life, Length of service, education, position andthe nature of the enterprise, and has few significant differences in gender and marital status.The human resources managers of the older, the longer working life, the longer the lengthof service, the lower education level, the lower position have the higher sensitivity oncareer plateau. The human resources managers from the state-owned enterprise and privateenterprises have higher career plateau feel than those from foreign-funded enterprises andjoint ventures. Third, the survey on human resources managers’ perceived organizationalsupport, job satisfaction and turnover intention find the job satisfaction of human resourcesmanager is in the upper level, and their internal job satisfaction is higher than their externaljob satisfaction, the perceived organizational support of human resources manager is in theupper level too. And in the four dimensions structure of the perceived organizationalsupport, colleague support is the highest, followed by tool of perceived organizationalsupport and supervisor support, and affective organizational support is lowest. Theturnover intention of human resources managers is in the middle and lower level; it meansthat human resources managers don’t want to leave their now organization. Forth, through the analysis of the relationship between human resources managers’ career plateau, jobsatisfaction, perceived organizational support and turnover intention, find that careerplateau has a negative impact on job satisfaction, perceived organizational support plays apartial intermediary role between career plateau and job satisfaction, it means that with themediating effect of perceived organizational support, the negative effects of career plateauon job satisfaction will reduce greatly. Career plateau has a positive effect on turnoverintention, and structure plateau has major influence on turnover intention. The empiricalresults show, perceived organizational support does not play an intermediary role betweencareer plateau and turnover intention. In addition, also find thatthere is a specific positive correlation between perceived organizational support and jobsatisfaction, and there is a low negative correlation between perceived organizationalsupport and turnover intention.
Above all, this paper also has high value to the practice of enterprise management.First of all, causes the enterprise managers, especially the human resources managers focuson career plateau problems. Human resources managers should not only pay attention tothe human resource management of enterprises, but also pay attention to their own careerdevelopment and career plateau. And second, pay attention to the change of humanresources managers to strategic business partner role, and help themaccomplish the transformation. For example, design and increase training opportunities.Last, explore good measures to improve the human resources managers’ job satisfactionand perceived organizational support, reduce their career plateau and turnover intention.For example, reshape human resources managers’ professional values, establish adiversified career development path, provide necessary working conditions for the HRmanagement, respect for human resource managers personal needs, respect for values andthe work of human resources management itself. Including corporate executives, managersneed to understand and support the human resources management and human resourcemanagers both.
引文
1Nicholson, N. Purgatory or Place of Safety? The Managerial Plateau and Organizational Agegrading, Human Relations
46,1993(12):1369~1389
2[美]劳伦斯J.彼得，雷蒙德·赫尔.彼得原理.机械工业出版社.2007,4
3Jung, J., Tak, J. The Effects of Perceived Career Plateau on Employees’ Attitudes: Moderating Effects of CareerMotivation and Perceived Supervisor Support with Korean Employees, Journal of CareerDevelopment2008.35(2):187~201
4Thomas P. Ference, James A. Stoner, E. Kirby Warren. Managing the Career Plateau. The Academy of ManagementReview,1977,2(4):602~612
5Ongori, H.，Agolla, J.E. Paradigm Shift in Managing Career Plateau in Organization: The Best Strategy to MinimizeEmployee Intention to Quit.Africa Journal of Business Management.2009,3(6):268~271.
6Burke, R.J., Mikkelsen, A.Examining the Career Plateau Among Police Officers. International Journal of PoliceStrategies and Management.2006.29(4),691~703.
7国务院发展研究中心企业研究所，中国人力资源开发网.中国企业人力资源管理现状调查报告.2004,3
8《2011-2012年企业人力资源管理转型与HR外包调研报告》发布.人力资源管理.2012(7):49
9[美]戴维·沃尔里奇.人力资源管理新政[M].北京：商务印书馆.2007,13~26
10Ulrich,Dave.Strategic Human Resource Planning: Why and How? Human Resource Planning，1987（10）:37~56
11Ulrich, Dave.A New Mandate for Human Resources.Harvard Business Review,1998,76（1）:124~134
12Yeung.Arthur,Brockbank.Wayne, Ulrich.Dave,Lower Cost, Higher Value: Human Resource Function inTransformation,Human Resource Planning,1994,17(3):1~16
14Ulrich, Dave, Smallwood, Norm. Capitalizing on Capabilities. Harvard Business Review,2004,82(6):119~127
15Conner, Jill. Ulrich, Dave. Human Resource Roles: Creating Value, Not Rhetoric. Human Resource Planning,1996,19(3):38~49
16彭剑锋.内外兼修十大HR新模型.人力资源[J].2006(8):34~37
17段磊.重铸HR经理胜任力模型.人力资源[J].2006(17):20~21
18Eliot Freidson. The Professions and Their Prospects[M].London:Sage Publications,1973
19Rosen B, Jerdee T H. Middle and late career problems: Causes, consequences and research needs. Human ResourcePlanning,1990,13(1):59~70
20[美]格林豪斯，卡拉南，戈德谢克著，王伟译.职业生涯管理（第3版）.清华大学出版社,2006,1:91
21廖泉文.职业生涯发展的三、三、三理论.中国人力资源开发,2004（9）:21~23
22Edgar H. Schein.The Individual, the Organization, and the Career: A Conceptual Scheme. Journal of AppliedBehavioral Science1971:401~426
23Ference, T. P., Stoner, J. A., Warren, E. K. Managing the career plateau. Academy of Management Review,1977,2:602~612.
24企业人力资源管理人员国家职业标准[EB/01].http://ehinarand.eom/temp/renli/，2002，02，22.
25游黎丽玲.学校心理指导.香港:香港中文大学出版社，1993
26Super.D.E.The Psychology of careers.NewYork:Harper，1957
27S.E.施恩.职业的有效管理.生活·读书·新知三联书店，1992
28Ference, T. P., Stoner, J. A., Warren, E. K..Managing the career plateau. Academy of Management Review,1977.2:602~612.
29Peter, L., Hull, R. The Peter Principle. New York: Morrow,1969.
30Choy, M.R. and Savery, L.K. Employee plateauing: some workplace attititudes.Journal of Management Development,1998,17(6):392~401.
31Appelbaum, S.H. and Finestone, D.Revisiting career plateauing”, Journal of Managerial Psychology,1994,9(5):12~21.
32Harvey, E. K.，J. R. Schultz, Responses to the Career Plateau, Bureaucrat.1987, Fall:31~34
33Chao, G. T. Exploration of the conceptualization and measurement of career plateau:A comparative analysis. Journalof Management,1990(16):181~193.
34Rosen, B., Jerdee, T. H. Middle and late career problems: Causes, consequences,and research needs. HumanResources Planning,1990(13):59~70.
35Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers. HumanRelations,1995,48:221~237.
36Bardwick, J, M. The Plateauing Trap,1986, Toronto: Bantam Books.
37Allen, T. D., Poteet, M. L., Russell, J. E. A. Attitudes of managers who are more or less career plateaued. CareerDevelopment Quarterly,1998,47:159~172
38Allen, T. D., Russell, J. E. A., Poteet, M. L., Dobbins, G. H. Learning and development factors related to perceptionsof job content and hierarchical plateauing. Journal of Organizational Behavior,1999,20:1113~1137.
39Mccleese, C, S., Eby, L.T., Scharlau, E.A., Hoffman, B.H. Hierarchical, Job Content of Stress, Depression and CopingResponses, Journal of Vocational Behaviour,2007,71(2):282~299.
40Mccleese, C.S., Eby, L.T. Reactions to Job Content Plateaus: Examining Role Ambiguity and Hierarchical Plateau asModerators, the Career Development Quarterly,2006,55:64~76.
41谢宝国.职业高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
42林长华.企业员工职业高原及其对工作绩效和离职倾向的影响研究.湖南大学博士学位论文.2009,6
43郭豪杰.职业高原的结构研究及其与工作倦怠的相关.河南大学硕士学位论文.2007,5
44Joseph J. An Exploratory Look at the Plateausim Construct. Journal of Psychology,1996,130(3):237~244.
45寇冬泉.教师职业生涯高原：结构、特点及其与工作效果的关系.西南大学博士学位论文.2007，6
46白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
47白光林，凌文辁，李国昊.企业管理者职业高原结构维度探索及问卷编制.2010ETP/IITA2010InternationalConference on Management Science and Engineering，136~139
48白光林,凌文辁,李国昊.职业高原结构维度与工作满意度、离职倾向的关系研究.科技进步与对策.2011,2:144~148
49Evans,M.G., Gilbert,E. Plateaued managers:their need gratigications and their effort~peformance expectations.Journalof Management Studies,1984.21:99~108
50Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
51Slocum,J.W.,Jr.,Cron,W.L.,Hansen,R.W., Rawlings,S. Business strategy and the management of plateauedemployees.Academy of Management Journal,1985,28:133~154
52Stout, S.K., Slocum, J.W., Jr., Cron, W.L1988.Dynamics of the career plateauting process. Journal of VocationalBehavior,32,74~91
53Gould,S., Penley,L.E.Career strategies and salary progression:A study of their relationships in a municipalbureaucracy.Organizational Behavior and Human Performance,1984.34:244~265
54Veiga,J.F.Plateaued versus nonplateaued managers:Career patterns,attitudes,and path portential.Academy ofManagement Journal,1981.24,566~578
55Gerpott,T., Domsch,M. R&D professionals’reactions to the career plateau:An exploration of the medicating role ofsupervisory behaviors and job characteristics.R&D Management,1987,17:103~118
56Carnazza,J.P.,Korman,A.K.,Ference,T.P., Stoner,J.A.F.Plateaued and non~plateaued managers:Factors in jobperformance.Journal of Management,1981,7(2):7~25.
57Near, J.P. A discriminant analysis of plateaued versus nonplateaued managers.Journal of Vocational Beavior,
1985.26:177~188
58Chao, G. T. Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journalof Management,1990,16:181~193.
59同上。
60Tremblay, M., Roger, A.,&Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers.Human Relations,1995,48:221~237.
61Georgia T. Chao.Comparative Analysis Exploration of the Conceptualization and Measurement of Career Plateau: AComparative Analysis.Journal of Management1990,16(1):181~193
62Tremblay, M., Roger, A. and Toulouse, J.“Career plateau and work attitudes: an empirical study of managers”,Human Relations,1995,48(3):221~37.
63Ettington, D. R. How Human Resource practices can help plateaued managers succeed,Human Resource Management,
1997,36(2):221~234.
64Michel Tremblay,Alain Roger.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 Management1993,18:411~435
65李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006,9:33
66Sharon G. Heilmann. Daniel T. Holt. Christine Y. Rilovick.Effects of Career Plateauing on Turnover A Test of aModel.Journal of Leadership&Organizational Studies.Volume15Number1.August200859~68
67Slocum,J.W.,Jr.,Cron,W.L.,Hansen,R.W.,&Rawlings,S. Business strategy and the management of plateauedemployees.Academy of Management Journal,1985.28,133~154
68John W. Slocum, Jr. William L.Cron，Richard W. Hansen.Business Strategy And The Management Of PlateauedEmployees.Academy Of Management Journal1985,28(1):133~154
69Michel Tremblay,Alain Roger.Individual, Familial, and Organizational Determinants of Career Plateau: An EmpiricalStudy of the Determinants of Objective and Subjective Career Plateau in a Population of Canadian Managers.Group&Organization Management1993,18:411~435
70Evans, M.G. and Gilbert, E.Plateaued managers: Their need gratifications and their effort-performanceexpectations.Journal of Management Studies,1984,21:99~108.
71Mills，Q.D. Seniority vs.ability in promotion decisions.Industrial and Labor Relations Review,38(3):421~425.
72Abraham, K.G., Medoff,J.L. Length of service and promotions in union and nonunion work group.Industrial and LaborRelations Review,1985,38:408~420.
73Tschibanaki,T.The determination of the promotion process in organizations and of earnings differentials.Journal of
Economic Behavior and Organization,1987,8:603~616
74Baker,P.M.,Markham,W.T.,Bonjean,C.M., Corder,J. Promotion interest and willingness to sacrifice for promotion in agovernment agency.Journal of Applied Behacioral Science,1988,24:61~80
75Allen, T.D., Poteet, M.L. Russell, J.E.A. Attitudes of managers who are more or less career plateaued, The CareerDevelopment Quarterly,1998,47(2):159~72.
76Veiga, J.F. Plateaued versus Non-Plateaued Managers Career Patterns, Attitudes and Path Potential, Academy ofManagement Journal,1981,24(3):566~578.
77Sandra Palmero, Alain Rogerand Michel Tremblay.WORK SATISFACTION AND CAREER PLATEAU OF PART~TIMEWORKERS.EGOS17TH COLLOQUIUM Lyon,2001, Sub Theme14(Career as Professional Odyssey)1~18
78Sugalski,T.D., Greenhaus,J.H. Csreer exporation and goal setting among managerial employees.Journal of VocationalBehacior,1986,29(1),102~114
79Michel Tremblay,Alain Roger.Individual, Familial, and Organizational Determinants of Career Plateau: An EmpiricalStudy of the Determinants of Objective and Subjective Career Plateau in a Population of Canadian Managers.Group&Organization Management199318:411~435
81Bardwick, J., SMR Forum: Plateauing and Productivity, Sloan Management Review,1983,Spring:67~73
82Feldman, D. C., B.A. Weitz.Career plateaues reconsidered.Journal of Management,1988.14:69~80.
83Duffy, Jean Ann.The Application of Chaos Theory to the Career~Plateaued Worker.Journal of EmploymentCounseling,2000,37(4).
84白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
85吴贤华.某银行员工职业生涯高原的影响因素结构研究.暨南大学硕士学位论文.2006，5
86李尔.IT企业研发人员职业高原现象成因及相关问题研究.暨南大学硕士学位论文.2009,6
87Rosen, B.,T. Jerdee, Middle and Late Career Problems: Causes, Consequences, and Research Needs, HumanResource Planning,1990,13(1):591~598
88Ongori, H., Agolla, J.E. Paradigm Shift in Managing Career Plateau in Organization: The Best Strategy to MinimizeEmployee Intention to Quit.Africa Journal of Business Management.2009,3(6),268~271.
89Lemire, L., T. Saba, Y. Gagnon. Managing Career Plateauing in the Quebec Public Sector.Public PersonnelManagement,1999,28:375~391.
90Rotondo, D. M., P.L. Perrewe.Coping with a career Plateau: An Empirical Examination of What Works and WhatDoesn’t. Journal of Applied Social Psychology,2000,30:2622~2646
91Near, J. P., The Career Plateau: Causes and Effects, Business Horizons.1980,23:53~57
92Nicholson, N. Purgatory or Place of Safety? The Managerial Plateau and Organizational Agegrading, HumanRelations.1993,46(12):1369~1389
93Allen, T. D., Ressel, J. A., Poteet, M. L., Dobbins, G. H. Learning and development factors related to perceptions ofjob content and hierachical plateauing. Journal of Organizational Behavior,1999,20:1113~1137.Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers. HumanRelations,1995,48:221~237.
94Baik, J. The influence of career plateau types on organizational members’ attitude.Unpublished master thesis, SogangUniversity.2001
95Lee, P. C. B. Going beyond career plateau, using professional plateau to account for work outcomes. Journal ofManagement Development,2003,22:538~551.
96Milliman, J. F. Cause, consequences and moderating factors of career plateauing. Unpublished doctoral dissertation,University of Southern California.1992
97Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers. HumanRelations,1995,48:221~237.
98Burke, R. J. Examining the career plateau: Some preliminary findings. Psychological Report,1989,65:295~306.
99Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
101Peterson, R. T., Beyond the Plateau, Sales and Marketing Management.1993,July:78~82
102Appelbaum, Steven H. Revisiting Career Plateauing.Journal of Management Psychology,1994,9(5)
103Rotondo, D. M., and P.L. Perrewe.Coping with a career Plateau: An Empirical Examination of What Works andWhat Doesn’t.Journal of Applied Social Psychology,2000,30:2622~2646
104Sharon G. Heilmann. Daniel T. Holt. Christine Y. Rilovick.Effects of Career Plateauing on Turnover A Test of aModel.Journal of Leadership&Organizational Studies.2008，15（1）:59~68
105Heilmen, S.G, Holt, D.T., Rilovick, C.Y. Effects of Career Plateauing on Turnover: A Test of a Model.Journal ofLeadership&Organizational Sstudies,2008, August. Retrieved3rd November2009fromhttp:/www.enterpreneur.com/tradejournals/article/182035190_2.html.
106Allen, T.D., Poteet, M.L., Russell, J.E.A. Attitudes of managers who are more or less career plateaued. CareerDevelopment Quarterly,1998,47(2):159~172.
107Carrie S. McCleese, Lillian T. Eby, Elizabeth A. Scharlau,Bethany H. Hoffman.Hierarchical, job content, and doubleplateaus:A mixed~method study of stress,depression and coping responses.Journal of Vocational Behavior2007,71:282~299
108Xie, B., Long, L. The Effects of Career Plateau on Job Satisfaction, Organizational Commitment and TurnoverIntentions.Acta Psychologica Sinica,2008,40(8):927~938
109Palmero, S., Roger, A., Tremblay, M. Work Satisfaction and Career Plateau of Part~time Workers.EGOS17th
Colloquium.Lyon,2001, Sub-Theme14(Career as professional Odyssey), Retrieved13th November2009fromhttp://centremagellan.univlyon3.fr/fr/articles/88~567.pdf.
110Clark, J.W. Career Plateaus in Retail Management.Proceedings of the Annual Meeting of the Association ofCollegiate.Marketing Educators,2005:77~84. Retrieved17th November2009fromhttp://sbaer.uca.edu/research/acme/2005/09.pdf.
111Near, J. P. The career plateau: Causes and effects. Business Horizons.1980, September-October:53~57.
112Veiga, J. Plateaued versus nonplateaued managers: Career patterns, attitudes and path potential. Academy ofManagement Journal,1981,24:566~578.
113Feldman, D.C.,Weitz, B.A. Career plateaus reconsidered. Journal of Management,1988,14(1):69~80.
114Gunz, H. Career and Corporate Cultures, Basil Blackwell, Oxford.1989
115Armstrong.Stassen, M. Factors Associated with Job Content Plateauing among Older Workers.Career DevelopmentInternational,2008,13(7):594~613.
116Tremblay, M., Roger, A. Career Plateauing Reactions: The Moderating Role of Job Scope, Role Ambiguity andParticipating among Canadian Managers.International Journal of Human Resource Management.2004,15(6):996~1017.
117Ettington, D.R. Successful Career Plateauing.Journal of Vocational Behaviour,1998,52:72~88.
118Lentz, E. The Link between the Career Plateau and Mentoring-Addressing the Empirical Gap. M.A. Thesis,Department of Psychology, College of Arts and Sciences.University of South Florida.2004
119Lentz, E., Allen, T.D. The Role of Mentoring others in the Career Plateauing Phenomenon.Group&OrganizationalManagement,2009,34(3):358~384.
120Jung, J., Tak, J. The Effects of Perceived Career Plateau on Employees’ Attitudes: Moderating Effects of CareerMotivation and Perceived Supervisor Support with Korean Employees. Journal of Career Development2008,35(2):
187~201
121Palmero, S., Roger, A., Tremblay, M. Work Satisfaction and Career Plateau of Part~time Workers” EGOS17thColloquium Lyon,2001, Sub~Theme14(Career as professional Odyssey), Retrieved13th November2009fromhttp://centremagellan.univlyon3.fr/fr/articles/88~567.pdf.
122Roger, A., Treblay, M. The Moderating Effect of Job Characteristics on Managers’ Reactions to CareerPlateau.Retrieved13th November2009from http:ideas.repec.org/p/cir/cirwor.98s-27.html.
123同116
124同120
125Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.Lee, P. C. B. Going beyond career plateau, using professional plateau to account for work outcomes. Journal ofManagement Development,2003,22:538~551.
126Greenhaus, J. H., Parasuraman, S.,&Wormley, W. M. Effect of race on organizational experience, job performanceevaluations and career outcomes. Academy of Management Journal.1990,133:64~86.
127Elizabeth Lentz. The Link Between the Career Plateau and Mentoring–Addressing the Empirical Gap.April6,2004.A thesis submitted in partial fulfillment of the requirements for the degree of Master of Arts.University of SouthFlorida
128Marjorie Armstrong-Stassen.Factors associated with job content plateauing among older workers.CareerDevelopment International.2008,13(7):594~613
129Park, G., Yoo, T. The impact of career plateau on job and career attitudes and moderating effects of emotionalintelligence and organizational support. Korea Journal of Industrial and Organizational Psychology,2005,18:499~523.
130James W. Clark.Career Plateaus in Retail Management.Annual Meeting of the Association of Collegiate MarketingEducators.2005:77~84
131Ji-hyun Jung, Jinkook Tak.The Effects of Perceived Career Plateau on Employees’ Attitudes: Moderating Effects ofCareer Motivation and Perceived Supervisor Support with Korean Employees.Journal of Career Development.2008,35(2),December:187~201
132Benjamin P. Foster，Trimbak Shastri，Sirinimal Withane.The Impact Of Mentoring On Career Plateau AndTurnover Intentions Of Management Accountants.Journal of Applied Business Research Volume20, Number4，2011
133Samuel O. Salami. Career Plateuning and Work Attitudes: Moderating Effects of Mentoring with NigerianEmployees.The Journal of International Social Research.Volume3/11Spring2010:499~508
134谢宝国.职业生涯高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
135白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
136李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006,9
137郭豪杰.职业高原的结构研究及其与工作倦怠的相关.河南大学硕士学位论文.2007,5
138寇冬泉.教师职业生涯高原：结构、特点及其与工作效果的关系.西南大学博士学位论文.2007，6
139林长华.企业员工职业高原及其对工作绩效和离职倾向的影响研究.湖南大学博士学位论文.2009,6
140李尔.IT企业研发人员职业高原现象成因及相关问题研究.暨南大学硕士学位论文.2009,6
141陈怡安,李中斌.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究科技管理研究.2009,12:437~430
142陈子彤，金元媛,李娟.知识型员工职业高原与工作倦怠关系的实证研究.武汉纺织大学学报.2011,04:31~33
143白光林,凌文辁,李国昊.职业高原与工作满意度、组织承诺、离职倾向关系研究.软科学.2011,2:108~111
144Herzberg, F., Mausner, B., Snydetlnan, B., The Motivation to Work，[M]，NewYork: John Wiley&Sons Inc.，1959.
145Loeke, E.A., the Nalture&Cause of Job Satisfaction.[J]， Handbook of Industrial&OrganiZationalPsychology.Chieago.Rand Mcnally College，1976:1297~1349.
146Buchko,A,Empoyee owerership,Attitudes and Turnover:An Empirical Assessment.Human Relations,1992,45:711~734
147Mobley, W.H.: Intermediate Linkages the Relationship between Job Satisfaction and Employee Turnover，Journal ofAppiled Psychology,1977,62:238
148张勉,李树茁.雇员主动离职心理动因模型评述.心理科学进展,2002,10(3):337~339
149赵西平,刘玲,张长征.员工离职倾向影响因素多变量分析.中国软科学,2003,03:71~74.
150张勉,张德,李树茁. IT企业技术员工离职意图路径模型实证研究.南开管理评论,2003,4:12~19
151叶仁荪、王玉芹，林泽炎.工作满意度、组织承诺对国企员工离职影响的实证研究，管理世界，2005，3:122~125
152Fishbein, M., Ajzen, I. Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research. Reading,MA: Addison-Wesley.1975
153Eisenbegrer, R.，Huntington, R.，Hutchison，S, Sowa, D. Pereeived organizational support. JournalofApplied Psychology，1986,71:500~507.
154陈志霞.知识员工组织支持感对工作绩效和离职倾向的影响.华中科技大学博士学位论文.2006,414
155Eisenberger, R., Huntington, R., Hutchisom, S., et al. Perceived Organizational Support. Journal of AppliedPsychology,1986(2):500~507.
157黄春生.工作满意度与组织承诺及离职倾向相关研究.厦门大学博士学位论文.厦门:厦门大学管理学院,2004:51~55
158英才网联，2008中国HR职场状态调查报告[R]
159谢宝国.职业生涯高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
160刘智强.知识员工职业停滞测量与治理研究.华中科技大学博士学位论文.武汉:华中科技大学管理学院工商管理系,2005:77~89
161Michel Tremblay, Alain Roger,Jean Marie Toulouse.Career Plateau and Work Attitudes: An Empirical Study ofManagers.Human Relations,1995,48:221
162吴明隆.问卷统计分析实务——SPSS操作与应用.重庆大学出版社.2010,5：208
163吴明隆.问卷统计分析实务——SPSS操作与应用.重庆大学出版社.2010,5:232
164Bardwick, J., SMR Forum: Plateauing and Productivity, Sloan Management Review,1983(Spring):67~73
165谢宣正.企业人力资源管理人员薪酬满意度研究.暨南大学博士学位论文.2009,4.
166英才网，2008中国HR职场状态调查报告[R]
167Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
168周明建.组织、主管支持，员工情感承诺与工作产出——基于员工“利益交换观”与“利益共同体观”的比较研究.浙江大学博士学位论文.2005.4
169戴利娟.职业高原与工作满意度的关系研究.南京师范大学硕士学位论文.2011,5
170Eisenberger, R., Cummings, J., Armeli, S., et al. Perceived organizational support,discretionary treatment and jobsatisfaction. Journal of Applied Psychology,1997,82:812~820
171Wayne, A., Charles, K., Pamela, L., et al. Perceived organizational support as a mediator of the relationship betweenpolitics perceptions and work outcomes.Journal of Vocational Behavior,2003,63:438~456
172陈志霞.知识员工组织支持感对工作绩效和离职倾向的影响.华中科技大学博士学位论文.2006,4
173黄春生.工作满意度、组织承诺与离职倾向相关研究.厦门大学博士学位论文.2004,7
174温忠麟，张雷，侯杰泰，刘红云.中介效应检验程序及其应用.心理学报.2004,36(5):614～620
175Baron M. Reuben and David A. Kenny.The Moderator-Mediator Variable Distinction in Social PsychologicalResearch: Conceptual, Strategic, and Statistical Considerations.Journal of Personality and Social Psychology.1986，51(6),1173~1182.
[1] Abraham,K.G., Medoff,J.L. Length of service and promotions in union and nonunionwork group. Industrial and Labor Relations Review,1985.38:408~420.
[2] Allen, T. D., Poteet, M. L., Russell, J. E. A. Attitudes of managers who are more or lesscareer plateaued. Career Development Quarterly,1998,47:159~172.
[3] Allen,T.D., Russell, J. E. A., Poteet, M. L., Dobbins, G. H. Learning and developmentfactors related to perceptions of job content and hierarchical plateauing. Journal ofOrganizational Behavior,1999,20:1113~1137.
[4] Appelbaum,S.H.,Finestone, D..Revisiting career plateauing”, Journal of ManagerialPsychology,1994,9(5):12~21.
[5] Armstrong.Stassen, M. Factors Associated with Job Content Plateauing among OlderWorkers.Career Development International,2008,13(7):594~613.
[6] Bardwick, J,M. The Plateauing Trap,1986, Toronto: Bantam Books.
[7] Baik, J. The influence of career plateau types on organizational members’ attitude.Unpublished master thesis, Sogang University.2001
[8] Bardwick, J., SMR Forum: Plateauing and Productivity, Sloan Management Review,Spring1983:67~73
[9] Baker, P.M., Markham, W.T., Bonjean, C.M., Corder, J.Promotion interest andwillingness to sacrifice for promotion in a government agency. Journal of AppliedBehavioral Science,1988,24:61~80
[10] Benjamin P. Foster，Trimbak Shastri, Sirinimal Withane.The Impact Of Mentoring OnCareer Plateau And Turnover Intentions Of Management Accountants.Journal ofApplied Business Research，2009，Volume20(4)
[11] Burke, R. J. Examining the career plateau: Some preliminary findings. PsychologicalReport,1989,65:295~306.
[12] Buchko,A, Employee owerership,Attitudes and Turnover:An Empirical Assessment.Human Relations,1992,45:711~734
[13] Burke, R.J. Mikkelsen, A. Examining the Career Plateau Among Police Officers.International Journal of Police Strategies and Management.2006.29(4):691~703.
[14] Carrie, S.McCleese, Lillian, T.Eby, Elizabeth, A.Scharlau, BethanyH.Hoffman.Hierarchical, job content, and double plateaus: A mixed-method study ofstress, depression and coping responses. Journal of Vocational Behavior2007,71:282~299
[15] Carnazza,J.P.,Korman,A.K.,Ference,T.P., Stoner,J.A.F.Plateaued and non~plateauedmanagers: Factors in job performance. Journal of Management,1981,7(2):7~25.
[16] Chao, G. T. Exploration of the conceptualization and measurement of career plateau:A comparative analysis. Journal of Management,1990(16):181~193.
[17] Choy, M.R. and Savery, L.K. Employee plateauing: some workplaceattititudes.Journal of Management Development,1998,17(6):392~401.
[18] Clark, J.W. Career Plateaus in Retail Management. Proceedings of the AnnualMeeting of the Association of Collegiate. Marketing Educators,2005:77~84.
[19] Conner, Jill. Ulrich, Dave. Human Resource Roles: Creating Value, Not Rhetoric.Human Resource Planning,1996,19(3):38~49
[20] Duffy, Jean Ann.The Application of Chaos Theory to the Career-Plateaued Worker.Journal of Employment Counseling,2000，37（4）.
[21] Edgar H. Schein.The Individual, the Organization, and the Career: A ConceptualScheme. Journal of Applied Behavioral Science1971:401~426
[22] Eisenberger, R., Huntington, R., Hutchisom, S., et al. Perceived OrganizationalSupport. Journal of Applied Psychology,1986(2):500~507.
[23] Eliot Freidson. The Professions and Their Prospects [M].London: Sage Publications,1973
[24] Elizabeth Lentz. The Link between the Career Plateau and Mentoring–Addressing theEmpirical Gap. April6,2004.(A thesis submitted in partial fulfillment of therequirements for the degree of Master of Arts. University of South Florida.)
[25] Ettington, D. R. How Human Resource practices can help plateaued managerssucceed, Human Resource Management,1997,36(2):221~234.
[26] Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
[27] Evans, M.G., Gilbert,E. Plateaued managers:their need gratifications and theireffort-performance expectations. Journal of Management Studies,1984.21:99~108
[28] Ference, T. P., Stoner, J. A.,,Warren, E. K. Managing the career plateau. Academy ofManagement Review,1977,2:602~612.
[29] Feldman, D. C., and B.A. Weitz.Career plateaues reconsidered. Journal ofManagement,1988.14:69~80.
[30] Fishbein, M., Ajzen, I. Belief, Attitude, Intention, and Behavior: An Introduction toTheory and Research. Reading, MA: Addison-Wesley.1975
[31] Gerpott, T., Domsch, M. R&D professionals’ reactions to the career plateau: Anexploration of the medicating role of supervisory behaviors and jobcharacteristics.R&D Management,1987.17:103~118
[32] Gould, S., Penley, L.E.Career strategies and salary progression: A study of theirrelationships in a municipal bureaucracy. Organizational Behavior and HumanPerformance,1984.34:244~265
[33] Greenhaus, J. H., Parasuraman, S., Wormley, W. M. Effect of race on organizationalexperience, job performance evaluations and career outcomes. Academy ofManagement Journal.1990,133:64~86.
[34] Gunz, H. Career and Corporate Cultures, Basil Blackwell, Oxford.1989
[35] Harvey, E. K. and J. R. Schultz, Responses to the Career Plateau, Bureaucrat,Fall1987:31~34
[36] Herzberg, F., Mausner, B. Snydetlnan, B., The Motivation to Work，[M]，NewYork:John Wiley&Sons Inc.，1959.
[37] Heilmen, S.G, Holt, D.T., Rilovick, C.Y. Effects of Career Plateauing on Turnover: ATest of a Model. Journal of Leadership&Organizational Studies,2008, August.Retrieved3rd November2009fromhttp:/www.enterpreneur.com/tradejournals/article/182035190_2.html.
[38] James W. Clark.Career Plateaus in Retail Management. Annual Meeting of theAssociation of Collegiate Marketing Educators.2005:77~84
[39] Ji-hyun Jung, Jinkook Tak.The Effects of Perceived Career Plateau on Employees’Attitudes: Moderating Effects of Career Motivation and Perceived Supervisor Supportwith Korean Employees. Journal of Career Development.2008,35(2), December:187~201
[40] John W. Slocum, Jr. William L. Cron，Richard W. Hansen. Business Strategy and theManagement of Plateaued Employees. Academy Of Management Journal1985,28(1):133~154
[41] Joseph J. An Exploratory Look at the Plateausim Construct. Journal of Psychology,1996,130(3):237~244.
[42] Lee, P. C. B. Career plateau and professional plateau: Impact on work outcomes ofinformation technology professionals. Computer Personnel,1999,20:25~38.
[43] Lee, P. C. B. Going beyond career plateau, using professional plateau to account forwork outcomes. Journal of Management Development,2003,22:538~551.
[44] Lee, K., Park, H. The impact of career plateauing perceptions on career attitudesamong travel agency employees. Journal of Tourism Systems and QualityManagement,2001,7:117~132.
[45] Lemire, L., T. Saba, Y. Gagnon. Managing Career Plateauing in the Quebec PublicSector.Public Personnel Management,1999,28:375~391.
[46] Lentz, E. The Link between the Career Plateau and Mentoring-Addressing theEmpirical Gap. M.A. Thesis, Department of Psychology, College of Arts andSciences.University of South Florida.2004
[47] Lentz, E., Allen, T.D. The Role of Mentoring others in the Career PlateauingPhenomenon.Group&Organizational Management,2009,34(3):358~384.
[48] Loeke, E.A., the Nalture&Cause of Job Satisfaction.[J]， Handbook ofIndustrial&OrganiZational Psychology.Chieago.Rand Mcnally College，1976:1297~1349.
[49] Marjorie Armstrong, Stassen.Factors associated with job content plateauing amongolder workers. Career Development International.2008,13(7):594~613
[50] Mccleese, C.S., Eby, L.T. Reactions to Job Content Plateaus: Examining RoleAmbiguity and Hierarchical Plateau as Moderators, the Career DevelopmentQuarterly,2006,55:64~76.
[51] Mccleese, C, S., Eby, L.T., Scharlau, E.A., Hoffman, B.H. Hierarchical, Job Contentof Stress, Depression and Coping Responses, Journal of Vocational Behaviour,2007,71(2),282~299.
[52] Michel Tremblay, Alain Roger.Individual, Familial, and Organizational Determinantsof Career Plateau: An Empirical Study of the Determinants of Objective andSubjective Career Plateau in a Population of Canadian Managers. Group&Organization Management1993,18:411~435
[53] Michel Tremblay, Alain Roger and Jean Marie Toulouse.Career Plateau and WorkAttitudes: An Empirical Study of Managers. Human Relations,1995,48:221
[54] Mills，Q.D. Seniority vs.ability in promotion decisions.Industrial and Labor RelationsReview,2008，38(3):421~425.
[55] Mobley, W.H..Intermediate Linkages the Relationship between Job Satisfaction andEmployee Turnover，Journal of Applied Psychology,1977,62:238
[56] Near, J.P.The Career Plateau: Causes and Effects, Business Horizons.1980,23:53~57
[57] Near, J.P.Reactions to the career plateau. Business Horizons.1984, July-August:75~79.
[58] Near, J.P. A discriminant analysis of plateaued versus nonplateaued managers. Journalof Vocational Behavior,1985.26:177~188
[59] Nicholson, N. Purgatory or Place of Safety? The Managerial Plateau andOrganizational Agegrading, Human Relations.1993,46(12):1369~1389
[60] Ongori, H., Agolla, J.E. Paradigm Shift in Managing Career Plateau in Organization:The Best Strategy to Minimize Employee Intention to Quit. Africa Journal ofBusiness Management.2009,3(6):268~271.
[61] Palmero, S., Roger, A., Tremblay, M. Work Satisfaction and Career Plateau ofPart-time Workers. EGOS17th Colloquium. Lyon,2001, Sub-Theme14(Career asprofessional Odyssey), Retrieved13th November2009fromhttp://centremagellan.univlyon3.fr/fr/articles/88~567.pdf.
[62] Park, G., Yoo, T. The impact of career plateau on job and career attitudes andmoderating effects of emotional intelligence and organizational support. KoreaJournal of Industrial and Organizational Psychology,2005,18:499~523.
[63] Peter, L., Hull, R. The Peter Principle. New York: Morrow,1969.
[64] Peterson, R.T., Beyond the Plateau, Sales and Marketing Management.1993, July:78~82
[65] Roger, A., Treblay, M. The Moderating Effect of Job Characteristics on Managers’Reactions to Career Plateau. Retrieved13th November2009fromhttp:ideas.repec.org/p/cir/cirwor.98s-27.html.
[66] Rosen B, Jerdee T H. Middle and late career problems: Causes, consequences andresearch needs. Human Resource Planning,1990,13(1):59~70
[67] Rotondo, D.M., P.L.Perrewe.Coping with a career Plateau: An Empirical Examinationof What Works and What Doesn’t. Journal of Applied Social Psychology,2000,30:2622~2646
[68] Rotondo, D. Individual-Difference Variables and Career-Related Coping.The Journalof Social Psychology,1999,139:458~471.
[69] Samuel O. Salami. Career Plateuning and Work Attitudes: Moderating Effects ofMentoring with Nigerian Employees. The Journal of International Social Research.Volume3/11Spring2010:499~508
[70] Sandra Palmero, Alain Rogerand Michel Tremblay.Work Satisfaction and CareerPlateau of Part-time Workers. EGOS17TH COLLOQUIUM Lyon,2001, SubTheme14(Career as Professional Odyssey):1~18
[71] Sharon G.Heilmann.Daniel T. Holt. Christine Y. Rilovick.Effects of Career Plateauingon Turnover A Test of a Model. Journal of Leadership&Organizational Studies.2008,15（1）:59~68
[72] Slocum, J.W., Jr., Cron, W.L., Hansen, R.W., Rawlings, S. Business strategy and themanagement of plateaued employees. Academy of Management Journal,1985.28:133~154
[73] Stout, S.K., Slocum, J.W., Jr., Cron, W.L.Dynamics of the career plateauting process.Journal of Vocational Behavior,1988,32:74~91
[74] Sugalski, T.D., Greenhaus, J.H. Csreer exporation and goal setting among managerialemployees. Journal of Vocational Behacior,1986,29(1):102~114
[75] Thomas P. Ference, James A. Stoner, E. Kirby Warren. Managing the Career Plateau.The Academy of Management Review, Oct.,1977,2(4):602~612
[76] Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: Anempirical study of managers. Human Relations,1995,48:221~237.
[77] Tremblay, M., Roger, A. Career Plateauing Reactions: The Moderating Role of JobScope, Role Ambiguity and Participating among Canadian Managers. InternationalJournal of Human Resource Management.2004,15(6):996~1017.
[78] Tschibanaki, T.The determination of the promotion process in organizations and ofearnings differentials.Journal of Economic Behavior and Organization,1987,8:603~616
[79] Ulrich, Dave.Strategic Human Resource Planning: Why and How? Human ResourcePlanning，1987，（10）:37~56
[80] Ulrich, Dave.A New Mandate for Human Resources. Harvard,1998,76(1):124~134
[81] Ulrich, Dave, Smallwood, Norm. Capitalizing on Capabilities. Harvard BusinessReview, Jun2004,82(6):119~127
[82] Veiga, J.F. Plateaued versus Non-Plateaued Managers Career Patterns, Attitudes andPath Potential, Academy of Management Journal,1981,24(3):566~578.
[83] Xie, B., Long, L. The Effects of Career Plateau on Job Satisfaction, OrganizationalCommitment and Turnover Intentions.Acta Psychologica Sinica,2008,40(8):927~938
[84] Yeung.Arthur,Brockbank.Wayne, Ulrich.Dave,Lower Cost, Higher Value: HumanResource Function in Transformation, Human Resource Planning,1994,17(3):1~16
[85][美]戴维·沃尔里奇.人力资源管理新政[M].北京：商务印书馆.2007,13~26
[86]段磊.重铸HR经理胜任力模型.人力资源[J].2006(17):20~21
[87]彭剑锋.内外兼修十大HR新模型.人力资源[J].2006(8):34~37
[88]《2011-2012年企业人力资源管理转型与HR外包调研报告》发布.人力资源管理.2012(7):49
[89][美]劳伦斯J.彼得，雷蒙德·赫尔.彼得原理.机械工业出版社.2007,4
[90][美]格林豪斯，卡拉南，戈德谢克著，王伟译.职业生涯管理（第3版）.清华大学出版社.2006
[91]廖泉文.职业生涯发展的三、三、三理论.中国人力资源开发.2004（9）:21~23
[92]企业人力资源管理人员国家职业标准.http://ehinarand.eom/temp/renli/，2002，02，22.
[93]游黎丽玲.学校心理指导.香港:香港中文大学出版社，1993
[94] S.E.施恩.职业的有效管理.生活·读书·新知三联书店，1992
[95]谢宝国.职业高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
[96]林长华.企业员工职业高原及其对工作绩效和离职倾向的影响研究.湖南大学博士学位论文.2009,6
[97]郭豪杰.职业高原的结构研究及其与工作倦怠的相关.河南大学硕士学位论文.2007,5
[98]寇冬泉.教师职业生涯高原：结构、特点及其与工作效果的关系.西南大学博士学位论文.2007,6
[99]白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
[100]白光林，凌文辁，李国昊.企业管理者职业高原结构维度探索及问卷编制.2010ETP/IITA2010International Conference on Management Science and Engineering:136~139
[101]白光林,凌文辁,李国昊.职业高原结构维度与工作满意度、离职倾向的关系研究.科技进步与对策.2011,2:144~148
[102]李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006
[103]吴贤华.某银行员工职业生涯高原的影响因素结构研究.暨南大学硕士学位论文.2006,5
[104]李尔.IT企业研发人员职业高原现象成因及相关问题研究.暨南大学硕士学位论文.2009,6
[105]谢宝国.职业生涯高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
[106]李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006,9
[107]陈怡安,李中斌.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究科技管理研究.2009,12:437~430
[108]陈子彤，金元媛,李娟.知识型员工职业高原与工作倦怠关系的实证研究.武汉纺织大学学报.2011,04:31~33
[109]白光林,凌文辁,李国昊.职业高原与工作满意度、组织承诺、离职倾向关系研究.软科学.2011,2:108~111
[110]卢嘉，时勘.工作满意度评价结构研究，人力资源管理研究新进展（赵曙明等编）,南京：南京大学出版社，2002
[111]张勉,李树茁.雇员主动离职心理动因模型评述.心理科学进展,2002,10(3):337~339
[112]赵西平,刘玲,张长征.员工离职倾向影响因素多变量分析.中国软科学，2003,03:71~74.
[113]张勉,张德,李树茁. IT企业技术员工离职意图路径模型实证研究.南开管理评论,2003,4:12~19
[114]叶仁荪、王玉芹，林泽炎.工作满意度、组织承诺对国企员工离职影响的实证研究，管理世界，2005,3:122~125
[115]凌文辁，张治灿，方俐洛.影响组织承诺的因素探讨，心理学报，2001,33(3):259~263
[116]刘智强.知识员工的职业停滞与治理研究.华中科技大学博士学位论文，2005.
[117]陈志霞.知识员工组织支持感对工作绩效和离职倾向的影响.华中科技大学博士学位论文.2006,4
[118]黄春生.工作满意度与组织承诺及离职倾向相关研究.厦门大学博士学位论文.厦门:厦门大学管理学院,2004
[119]英才网联，2008中国HR职场状态调查报告[R]
[120]刘智强.知识员工职业停滞测量与治理研究.华中科技大学博士学位论文.武汉:华中科技大学管理学院工商管理系,2005:77~89
[121]国务院发展研究中心企业研究所，中国人力资源开发网.中国企业人力资源管理现状调查报告.2004,3
46,1993(12):1369~1389
2[美]劳伦斯J.彼得，雷蒙德·赫尔.彼得原理.机械工业出版社.2007,4
3Jung, J., Tak, J. The Effects of Perceived Career Plateau on Employees’ Attitudes: Moderating Effects of CareerMotivation and Perceived Supervisor Support with Korean Employees, Journal of CareerDevelopment2008.35(2):187~201
4Thomas P. Ference, James A. Stoner, E. Kirby Warren. Managing the Career Plateau. The Academy of ManagementReview,1977,2(4):602~612
5Ongori, H.，Agolla, J.E. Paradigm Shift in Managing Career Plateau in Organization: The Best Strategy to MinimizeEmployee Intention to Quit.Africa Journal of Business Management.2009,3(6):268~271.
6Burke, R.J., Mikkelsen, A.Examining the Career Plateau Among Police Officers. International Journal of PoliceStrategies and Management.2006.29(4),691~703.
7国务院发展研究中心企业研究所，中国人力资源开发网.中国企业人力资源管理现状调查报告.2004,3
8《2011-2012年企业人力资源管理转型与HR外包调研报告》发布.人力资源管理.2012(7):49
9[美]戴维·沃尔里奇.人力资源管理新政[M].北京：商务印书馆.2007,13~26
10Ulrich,Dave.Strategic Human Resource Planning: Why and How? Human Resource Planning，1987（10）:37~56
11Ulrich, Dave.A New Mandate for Human Resources.Harvard Business Review,1998,76（1）:124~134
12Yeung.Arthur,Brockbank.Wayne, Ulrich.Dave,Lower Cost, Higher Value: Human Resource Function inTransformation,Human Resource Planning,1994,17(3):1~16
14Ulrich, Dave, Smallwood, Norm. Capitalizing on Capabilities. Harvard Business Review,2004,82(6):119~127
15Conner, Jill. Ulrich, Dave. Human Resource Roles: Creating Value, Not Rhetoric. Human Resource Planning,1996,19(3):38~49
16彭剑锋.内外兼修十大HR新模型.人力资源[J].2006(8):34~37
17段磊.重铸HR经理胜任力模型.人力资源[J].2006(17):20~21
18Eliot Freidson. The Professions and Their Prospects[M].London:Sage Publications,1973
19Rosen B, Jerdee T H. Middle and late career problems: Causes, consequences and research needs. Human ResourcePlanning,1990,13(1):59~70
20[美]格林豪斯，卡拉南，戈德谢克著，王伟译.职业生涯管理（第3版）.清华大学出版社,2006,1:91
21廖泉文.职业生涯发展的三、三、三理论.中国人力资源开发,2004（9）:21~23
22Edgar H. Schein.The Individual, the Organization, and the Career: A Conceptual Scheme. Journal of AppliedBehavioral Science1971:401~426
23Ference, T. P., Stoner, J. A., Warren, E. K. Managing the career plateau. Academy of Management Review,1977,2:602~612.
24企业人力资源管理人员国家职业标准[EB/01].http://ehinarand.eom/temp/renli/，2002，02，22.
25游黎丽玲.学校心理指导.香港:香港中文大学出版社，1993
26Super.D.E.The Psychology of careers.NewYork:Harper，1957
27S.E.施恩.职业的有效管理.生活·读书·新知三联书店，1992
28Ference, T. P., Stoner, J. A., Warren, E. K..Managing the career plateau. Academy of Management Review,1977.2:602~612.
29Peter, L., Hull, R. The Peter Principle. New York: Morrow,1969.
30Choy, M.R. and Savery, L.K. Employee plateauing: some workplace attititudes.Journal of Management Development,1998,17(6):392~401.
31Appelbaum, S.H. and Finestone, D.Revisiting career plateauing”, Journal of Managerial Psychology,1994,9(5):12~21.
32Harvey, E. K.，J. R. Schultz, Responses to the Career Plateau, Bureaucrat.1987, Fall:31~34
33Chao, G. T. Exploration of the conceptualization and measurement of career plateau:A comparative analysis. Journalof Management,1990(16):181~193.
34Rosen, B., Jerdee, T. H. Middle and late career problems: Causes, consequences,and research needs. HumanResources Planning,1990(13):59~70.
35Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers. HumanRelations,1995,48:221~237.
36Bardwick, J, M. The Plateauing Trap,1986, Toronto: Bantam Books.
37Allen, T. D., Poteet, M. L., Russell, J. E. A. Attitudes of managers who are more or less career plateaued. CareerDevelopment Quarterly,1998,47:159~172
38Allen, T. D., Russell, J. E. A., Poteet, M. L., Dobbins, G. H. Learning and development factors related to perceptionsof job content and hierarchical plateauing. Journal of Organizational Behavior,1999,20:1113~1137.
39Mccleese, C, S., Eby, L.T., Scharlau, E.A., Hoffman, B.H. Hierarchical, Job Content of Stress, Depression and CopingResponses, Journal of Vocational Behaviour,2007,71(2):282~299.
40Mccleese, C.S., Eby, L.T. Reactions to Job Content Plateaus: Examining Role Ambiguity and Hierarchical Plateau asModerators, the Career Development Quarterly,2006,55:64~76.
41谢宝国.职业高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
42林长华.企业员工职业高原及其对工作绩效和离职倾向的影响研究.湖南大学博士学位论文.2009,6
43郭豪杰.职业高原的结构研究及其与工作倦怠的相关.河南大学硕士学位论文.2007,5
44Joseph J. An Exploratory Look at the Plateausim Construct. Journal of Psychology,1996,130(3):237~244.
45寇冬泉.教师职业生涯高原：结构、特点及其与工作效果的关系.西南大学博士学位论文.2007，6
46白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
47白光林，凌文辁，李国昊.企业管理者职业高原结构维度探索及问卷编制.2010ETP/IITA2010InternationalConference on Management Science and Engineering，136~139
48白光林,凌文辁,李国昊.职业高原结构维度与工作满意度、离职倾向的关系研究.科技进步与对策.2011,2:144~148
49Evans,M.G., Gilbert,E. Plateaued managers:their need gratigications and their effort~peformance expectations.Journalof Management Studies,1984.21:99~108
50Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
51Slocum,J.W.,Jr.,Cron,W.L.,Hansen,R.W., Rawlings,S. Business strategy and the management of plateauedemployees.Academy of Management Journal,1985,28:133~154
52Stout, S.K., Slocum, J.W., Jr., Cron, W.L1988.Dynamics of the career plateauting process. Journal of VocationalBehavior,32,74~91
53Gould,S., Penley,L.E.Career strategies and salary progression:A study of their relationships in a municipalbureaucracy.Organizational Behavior and Human Performance,1984.34:244~265
54Veiga,J.F.Plateaued versus nonplateaued managers:Career patterns,attitudes,and path portential.Academy ofManagement Journal,1981.24,566~578
55Gerpott,T., Domsch,M. R&D professionals’reactions to the career plateau:An exploration of the medicating role ofsupervisory behaviors and job characteristics.R&D Management,1987,17:103~118
56Carnazza,J.P.,Korman,A.K.,Ference,T.P., Stoner,J.A.F.Plateaued and non~plateaued managers:Factors in jobperformance.Journal of Management,1981,7(2):7~25.
57Near, J.P. A discriminant analysis of plateaued versus nonplateaued managers.Journal of Vocational Beavior,
1985.26:177~188
58Chao, G. T. Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journalof Management,1990,16:181~193.
59同上。
60Tremblay, M., Roger, A.,&Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers.Human Relations,1995,48:221~237.
61Georgia T. Chao.Comparative Analysis Exploration of the Conceptualization and Measurement of Career Plateau: AComparative Analysis.Journal of Management1990,16(1):181~193
62Tremblay, M., Roger, A. and Toulouse, J.“Career plateau and work attitudes: an empirical study of managers”,Human Relations,1995,48(3):221~37.
63Ettington, D. R. How Human Resource practices can help plateaued managers succeed,Human Resource Management,
1997,36(2):221~234.
64Michel Tremblay,Alain Roger.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 Management1993,18:411~435
65李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006,9:33
66Sharon G. Heilmann. Daniel T. Holt. Christine Y. Rilovick.Effects of Career Plateauing on Turnover A Test of aModel.Journal of Leadership&Organizational Studies.Volume15Number1.August200859~68
67Slocum,J.W.,Jr.,Cron,W.L.,Hansen,R.W.,&Rawlings,S. Business strategy and the management of plateauedemployees.Academy of Management Journal,1985.28,133~154
68John W. Slocum, Jr. William L.Cron，Richard W. Hansen.Business Strategy And The Management Of PlateauedEmployees.Academy Of Management Journal1985,28(1):133~154
69Michel Tremblay,Alain Roger.Individual, Familial, and Organizational Determinants of Career Plateau: An EmpiricalStudy of the Determinants of Objective and Subjective Career Plateau in a Population of Canadian Managers.Group&Organization Management1993,18:411~435
70Evans, M.G. and Gilbert, E.Plateaued managers: Their need gratifications and their effort-performanceexpectations.Journal of Management Studies,1984,21:99~108.
71Mills，Q.D. Seniority vs.ability in promotion decisions.Industrial and Labor Relations Review,38(3):421~425.
72Abraham, K.G., Medoff,J.L. Length of service and promotions in union and nonunion work group.Industrial and LaborRelations Review,1985,38:408~420.
73Tschibanaki,T.The determination of the promotion process in organizations and of earnings differentials.Journal of
Economic Behavior and Organization,1987,8:603~616
74Baker,P.M.,Markham,W.T.,Bonjean,C.M., Corder,J. Promotion interest and willingness to sacrifice for promotion in agovernment agency.Journal of Applied Behacioral Science,1988,24:61~80
75Allen, T.D., Poteet, M.L. Russell, J.E.A. Attitudes of managers who are more or less career plateaued, The CareerDevelopment Quarterly,1998,47(2):159~72.
76Veiga, J.F. Plateaued versus Non-Plateaued Managers Career Patterns, Attitudes and Path Potential, Academy ofManagement Journal,1981,24(3):566~578.
77Sandra Palmero, Alain Rogerand Michel Tremblay.WORK SATISFACTION AND CAREER PLATEAU OF PART~TIMEWORKERS.EGOS17TH COLLOQUIUM Lyon,2001, Sub Theme14(Career as Professional Odyssey)1~18
78Sugalski,T.D., Greenhaus,J.H. Csreer exporation and goal setting among managerial employees.Journal of VocationalBehacior,1986,29(1),102~114
79Michel Tremblay,Alain Roger.Individual, Familial, and Organizational Determinants of Career Plateau: An EmpiricalStudy of the Determinants of Objective and Subjective Career Plateau in a Population of Canadian Managers.Group&Organization Management199318:411~435
81Bardwick, J., SMR Forum: Plateauing and Productivity, Sloan Management Review,1983,Spring:67~73
82Feldman, D. C., B.A. Weitz.Career plateaues reconsidered.Journal of Management,1988.14:69~80.
83Duffy, Jean Ann.The Application of Chaos Theory to the Career~Plateaued Worker.Journal of EmploymentCounseling,2000,37(4).
84白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
85吴贤华.某银行员工职业生涯高原的影响因素结构研究.暨南大学硕士学位论文.2006，5
86李尔.IT企业研发人员职业高原现象成因及相关问题研究.暨南大学硕士学位论文.2009,6
87Rosen, B.,T. Jerdee, Middle and Late Career Problems: Causes, Consequences, and Research Needs, HumanResource Planning,1990,13(1):591~598
88Ongori, H., Agolla, J.E. Paradigm Shift in Managing Career Plateau in Organization: The Best Strategy to MinimizeEmployee Intention to Quit.Africa Journal of Business Management.2009,3(6),268~271.
89Lemire, L., T. Saba, Y. Gagnon. Managing Career Plateauing in the Quebec Public Sector.Public PersonnelManagement,1999,28:375~391.
90Rotondo, D. M., P.L. Perrewe.Coping with a career Plateau: An Empirical Examination of What Works and WhatDoesn’t. Journal of Applied Social Psychology,2000,30:2622~2646
91Near, J. P., The Career Plateau: Causes and Effects, Business Horizons.1980,23:53~57
92Nicholson, N. Purgatory or Place of Safety? The Managerial Plateau and Organizational Agegrading, HumanRelations.1993,46(12):1369~1389
93Allen, T. D., Ressel, J. A., Poteet, M. L., Dobbins, G. H. Learning and development factors related to perceptions ofjob content and hierachical plateauing. Journal of Organizational Behavior,1999,20:1113~1137.Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers. HumanRelations,1995,48:221~237.
94Baik, J. The influence of career plateau types on organizational members’ attitude.Unpublished master thesis, SogangUniversity.2001
95Lee, P. C. B. Going beyond career plateau, using professional plateau to account for work outcomes. Journal ofManagement Development,2003,22:538~551.
96Milliman, J. F. Cause, consequences and moderating factors of career plateauing. Unpublished doctoral dissertation,University of Southern California.1992
97Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: An empirical study of managers. HumanRelations,1995,48:221~237.
98Burke, R. J. Examining the career plateau: Some preliminary findings. Psychological Report,1989,65:295~306.
99Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
101Peterson, R. T., Beyond the Plateau, Sales and Marketing Management.1993,July:78~82
102Appelbaum, Steven H. Revisiting Career Plateauing.Journal of Management Psychology,1994,9(5)
103Rotondo, D. M., and P.L. Perrewe.Coping with a career Plateau: An Empirical Examination of What Works andWhat Doesn’t.Journal of Applied Social Psychology,2000,30:2622~2646
104Sharon G. Heilmann. Daniel T. Holt. Christine Y. Rilovick.Effects of Career Plateauing on Turnover A Test of aModel.Journal of Leadership&Organizational Studies.2008，15（1）:59~68
105Heilmen, S.G, Holt, D.T., Rilovick, C.Y. Effects of Career Plateauing on Turnover: A Test of a Model.Journal ofLeadership&Organizational Sstudies,2008, August. Retrieved3rd November2009fromhttp:/www.enterpreneur.com/tradejournals/article/182035190_2.html.
106Allen, T.D., Poteet, M.L., Russell, J.E.A. Attitudes of managers who are more or less career plateaued. CareerDevelopment Quarterly,1998,47(2):159~172.
107Carrie S. McCleese, Lillian T. Eby, Elizabeth A. Scharlau,Bethany H. Hoffman.Hierarchical, job content, and doubleplateaus:A mixed~method study of stress,depression and coping responses.Journal of Vocational Behavior2007,71:282~299
108Xie, B., Long, L. The Effects of Career Plateau on Job Satisfaction, Organizational Commitment and TurnoverIntentions.Acta Psychologica Sinica,2008,40(8):927~938
109Palmero, S., Roger, A., Tremblay, M. Work Satisfaction and Career Plateau of Part~time Workers.EGOS17th
Colloquium.Lyon,2001, Sub-Theme14(Career as professional Odyssey), Retrieved13th November2009fromhttp://centremagellan.univlyon3.fr/fr/articles/88~567.pdf.
110Clark, J.W. Career Plateaus in Retail Management.Proceedings of the Annual Meeting of the Association ofCollegiate.Marketing Educators,2005:77~84. Retrieved17th November2009fromhttp://sbaer.uca.edu/research/acme/2005/09.pdf.
111Near, J. P. The career plateau: Causes and effects. Business Horizons.1980, September-October:53~57.
112Veiga, J. Plateaued versus nonplateaued managers: Career patterns, attitudes and path potential. Academy ofManagement Journal,1981,24:566~578.
113Feldman, D.C.,Weitz, B.A. Career plateaus reconsidered. Journal of Management,1988,14(1):69~80.
114Gunz, H. Career and Corporate Cultures, Basil Blackwell, Oxford.1989
115Armstrong.Stassen, M. Factors Associated with Job Content Plateauing among Older Workers.Career DevelopmentInternational,2008,13(7):594~613.
116Tremblay, M., Roger, A. Career Plateauing Reactions: The Moderating Role of Job Scope, Role Ambiguity andParticipating among Canadian Managers.International Journal of Human Resource Management.2004,15(6):996~1017.
117Ettington, D.R. Successful Career Plateauing.Journal of Vocational Behaviour,1998,52:72~88.
118Lentz, E. The Link between the Career Plateau and Mentoring-Addressing the Empirical Gap. M.A. Thesis,Department of Psychology, College of Arts and Sciences.University of South Florida.2004
119Lentz, E., Allen, T.D. The Role of Mentoring others in the Career Plateauing Phenomenon.Group&OrganizationalManagement,2009,34(3):358~384.
120Jung, J., Tak, J. The Effects of Perceived Career Plateau on Employees’ Attitudes: Moderating Effects of CareerMotivation and Perceived Supervisor Support with Korean Employees. Journal of Career Development2008,35(2):
187~201
121Palmero, S., Roger, A., Tremblay, M. Work Satisfaction and Career Plateau of Part~time Workers” EGOS17thColloquium Lyon,2001, Sub~Theme14(Career as professional Odyssey), Retrieved13th November2009fromhttp://centremagellan.univlyon3.fr/fr/articles/88~567.pdf.
122Roger, A., Treblay, M. The Moderating Effect of Job Characteristics on Managers’ Reactions to CareerPlateau.Retrieved13th November2009from http:ideas.repec.org/p/cir/cirwor.98s-27.html.
123同116
124同120
125Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.Lee, P. C. B. Going beyond career plateau, using professional plateau to account for work outcomes. Journal ofManagement Development,2003,22:538~551.
126Greenhaus, J. H., Parasuraman, S.,&Wormley, W. M. Effect of race on organizational experience, job performanceevaluations and career outcomes. Academy of Management Journal.1990,133:64~86.
127Elizabeth Lentz. The Link Between the Career Plateau and Mentoring–Addressing the Empirical Gap.April6,2004.A thesis submitted in partial fulfillment of the requirements for the degree of Master of Arts.University of SouthFlorida
128Marjorie Armstrong-Stassen.Factors associated with job content plateauing among older workers.CareerDevelopment International.2008,13(7):594~613
129Park, G., Yoo, T. The impact of career plateau on job and career attitudes and moderating effects of emotionalintelligence and organizational support. Korea Journal of Industrial and Organizational Psychology,2005,18:499~523.
130James W. Clark.Career Plateaus in Retail Management.Annual Meeting of the Association of Collegiate MarketingEducators.2005:77~84
131Ji-hyun Jung, Jinkook Tak.The Effects of Perceived Career Plateau on Employees’ Attitudes: Moderating Effects ofCareer Motivation and Perceived Supervisor Support with Korean Employees.Journal of Career Development.2008,35(2),December:187~201
132Benjamin P. Foster，Trimbak Shastri，Sirinimal Withane.The Impact Of Mentoring On Career Plateau AndTurnover Intentions Of Management Accountants.Journal of Applied Business Research Volume20, Number4，2011
133Samuel O. Salami. Career Plateuning and Work Attitudes: Moderating Effects of Mentoring with NigerianEmployees.The Journal of International Social Research.Volume3/11Spring2010:499~508
134谢宝国.职业生涯高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
135白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
136李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006,9
137郭豪杰.职业高原的结构研究及其与工作倦怠的相关.河南大学硕士学位论文.2007,5
138寇冬泉.教师职业生涯高原：结构、特点及其与工作效果的关系.西南大学博士学位论文.2007，6
139林长华.企业员工职业高原及其对工作绩效和离职倾向的影响研究.湖南大学博士学位论文.2009,6
140李尔.IT企业研发人员职业高原现象成因及相关问题研究.暨南大学硕士学位论文.2009,6
141陈怡安,李中斌.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究科技管理研究.2009,12:437~430
142陈子彤，金元媛,李娟.知识型员工职业高原与工作倦怠关系的实证研究.武汉纺织大学学报.2011,04:31~33
143白光林,凌文辁,李国昊.职业高原与工作满意度、组织承诺、离职倾向关系研究.软科学.2011,2:108~111
144Herzberg, F., Mausner, B., Snydetlnan, B., The Motivation to Work，[M]，NewYork: John Wiley&Sons Inc.，1959.
145Loeke, E.A., the Nalture&Cause of Job Satisfaction.[J]， Handbook of Industrial&OrganiZationalPsychology.Chieago.Rand Mcnally College，1976:1297~1349.
146Buchko,A,Empoyee owerership,Attitudes and Turnover:An Empirical Assessment.Human Relations,1992,45:711~734
147Mobley, W.H.: Intermediate Linkages the Relationship between Job Satisfaction and Employee Turnover，Journal ofAppiled Psychology,1977,62:238
148张勉,李树茁.雇员主动离职心理动因模型评述.心理科学进展,2002,10(3):337~339
149赵西平,刘玲,张长征.员工离职倾向影响因素多变量分析.中国软科学,2003,03:71~74.
150张勉,张德,李树茁. IT企业技术员工离职意图路径模型实证研究.南开管理评论,2003,4:12~19
151叶仁荪、王玉芹，林泽炎.工作满意度、组织承诺对国企员工离职影响的实证研究，管理世界，2005，3:122~125
152Fishbein, M., Ajzen, I. Belief, Attitude, Intention, and Behavior: An Introduction to Theory and Research. Reading,MA: Addison-Wesley.1975
153Eisenbegrer, R.，Huntington, R.，Hutchison，S, Sowa, D. Pereeived organizational support. JournalofApplied Psychology，1986,71:500~507.
154陈志霞.知识员工组织支持感对工作绩效和离职倾向的影响.华中科技大学博士学位论文.2006,414
155Eisenberger, R., Huntington, R., Hutchisom, S., et al. Perceived Organizational Support. Journal of AppliedPsychology,1986(2):500~507.
157黄春生.工作满意度与组织承诺及离职倾向相关研究.厦门大学博士学位论文.厦门:厦门大学管理学院,2004:51~55
158英才网联，2008中国HR职场状态调查报告[R]
159谢宝国.职业生涯高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
160刘智强.知识员工职业停滞测量与治理研究.华中科技大学博士学位论文.武汉:华中科技大学管理学院工商管理系,2005:77~89
161Michel Tremblay, Alain Roger,Jean Marie Toulouse.Career Plateau and Work Attitudes: An Empirical Study ofManagers.Human Relations,1995,48:221
162吴明隆.问卷统计分析实务——SPSS操作与应用.重庆大学出版社.2010,5：208
163吴明隆.问卷统计分析实务——SPSS操作与应用.重庆大学出版社.2010,5:232
164Bardwick, J., SMR Forum: Plateauing and Productivity, Sloan Management Review,1983(Spring):67~73
165谢宣正.企业人力资源管理人员薪酬满意度研究.暨南大学博士学位论文.2009,4.
166英才网，2008中国HR职场状态调查报告[R]
167Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
168周明建.组织、主管支持，员工情感承诺与工作产出——基于员工“利益交换观”与“利益共同体观”的比较研究.浙江大学博士学位论文.2005.4
169戴利娟.职业高原与工作满意度的关系研究.南京师范大学硕士学位论文.2011,5
170Eisenberger, R., Cummings, J., Armeli, S., et al. Perceived organizational support,discretionary treatment and jobsatisfaction. Journal of Applied Psychology,1997,82:812~820
171Wayne, A., Charles, K., Pamela, L., et al. Perceived organizational support as a mediator of the relationship betweenpolitics perceptions and work outcomes.Journal of Vocational Behavior,2003,63:438~456
172陈志霞.知识员工组织支持感对工作绩效和离职倾向的影响.华中科技大学博士学位论文.2006,4
173黄春生.工作满意度、组织承诺与离职倾向相关研究.厦门大学博士学位论文.2004,7
174温忠麟，张雷，侯杰泰，刘红云.中介效应检验程序及其应用.心理学报.2004,36(5):614～620
175Baron M. Reuben and David A. Kenny.The Moderator-Mediator Variable Distinction in Social PsychologicalResearch: Conceptual, Strategic, and Statistical Considerations.Journal of Personality and Social Psychology.1986，51(6),1173~1182.
[1] Abraham,K.G., Medoff,J.L. Length of service and promotions in union and nonunionwork group. Industrial and Labor Relations Review,1985.38:408~420.
[2] Allen, T. D., Poteet, M. L., Russell, J. E. A. Attitudes of managers who are more or lesscareer plateaued. Career Development Quarterly,1998,47:159~172.
[3] Allen,T.D., Russell, J. E. A., Poteet, M. L., Dobbins, G. H. Learning and developmentfactors related to perceptions of job content and hierarchical plateauing. Journal ofOrganizational Behavior,1999,20:1113~1137.
[4] Appelbaum,S.H.,Finestone, D..Revisiting career plateauing”, Journal of ManagerialPsychology,1994,9(5):12~21.
[5] Armstrong.Stassen, M. Factors Associated with Job Content Plateauing among OlderWorkers.Career Development International,2008,13(7):594~613.
[6] Bardwick, J,M. The Plateauing Trap,1986, Toronto: Bantam Books.
[7] Baik, J. The influence of career plateau types on organizational members’ attitude.Unpublished master thesis, Sogang University.2001
[8] Bardwick, J., SMR Forum: Plateauing and Productivity, Sloan Management Review,Spring1983:67~73
[9] Baker, P.M., Markham, W.T., Bonjean, C.M., Corder, J.Promotion interest andwillingness to sacrifice for promotion in a government agency. Journal of AppliedBehavioral Science,1988,24:61~80
[10] Benjamin P. Foster，Trimbak Shastri, Sirinimal Withane.The Impact Of Mentoring OnCareer Plateau And Turnover Intentions Of Management Accountants.Journal ofApplied Business Research，2009，Volume20(4)
[11] Burke, R. J. Examining the career plateau: Some preliminary findings. PsychologicalReport,1989,65:295~306.
[12] Buchko,A, Employee owerership,Attitudes and Turnover:An Empirical Assessment.Human Relations,1992,45:711~734
[13] Burke, R.J. Mikkelsen, A. Examining the Career Plateau Among Police Officers.International Journal of Police Strategies and Management.2006.29(4):691~703.
[14] Carrie, S.McCleese, Lillian, T.Eby, Elizabeth, A.Scharlau, BethanyH.Hoffman.Hierarchical, job content, and double plateaus: A mixed-method study ofstress, depression and coping responses. Journal of Vocational Behavior2007,71:282~299
[15] Carnazza,J.P.,Korman,A.K.,Ference,T.P., Stoner,J.A.F.Plateaued and non~plateauedmanagers: Factors in job performance. Journal of Management,1981,7(2):7~25.
[16] Chao, G. T. Exploration of the conceptualization and measurement of career plateau:A comparative analysis. Journal of Management,1990(16):181~193.
[17] Choy, M.R. and Savery, L.K. Employee plateauing: some workplaceattititudes.Journal of Management Development,1998,17(6):392~401.
[18] Clark, J.W. Career Plateaus in Retail Management. Proceedings of the AnnualMeeting of the Association of Collegiate. Marketing Educators,2005:77~84.
[19] Conner, Jill. Ulrich, Dave. Human Resource Roles: Creating Value, Not Rhetoric.Human Resource Planning,1996,19(3):38~49
[20] Duffy, Jean Ann.The Application of Chaos Theory to the Career-Plateaued Worker.Journal of Employment Counseling,2000，37（4）.
[21] Edgar H. Schein.The Individual, the Organization, and the Career: A ConceptualScheme. Journal of Applied Behavioral Science1971:401~426
[22] Eisenberger, R., Huntington, R., Hutchisom, S., et al. Perceived OrganizationalSupport. Journal of Applied Psychology,1986(2):500~507.
[23] Eliot Freidson. The Professions and Their Prospects [M].London: Sage Publications,1973
[24] Elizabeth Lentz. The Link between the Career Plateau and Mentoring–Addressing theEmpirical Gap. April6,2004.(A thesis submitted in partial fulfillment of therequirements for the degree of Master of Arts. University of South Florida.)
[25] Ettington, D. R. How Human Resource practices can help plateaued managerssucceed, Human Resource Management,1997,36(2):221~234.
[26] Ettington, D. R. Successful career plateauing. Journal of Vocational Behavior,1998,52:72~88.
[27] Evans, M.G., Gilbert,E. Plateaued managers:their need gratifications and theireffort-performance expectations. Journal of Management Studies,1984.21:99~108
[28] Ference, T. P., Stoner, J. A.,,Warren, E. K. Managing the career plateau. Academy ofManagement Review,1977,2:602~612.
[29] Feldman, D. C., and B.A. Weitz.Career plateaues reconsidered. Journal ofManagement,1988.14:69~80.
[30] Fishbein, M., Ajzen, I. Belief, Attitude, Intention, and Behavior: An Introduction toTheory and Research. Reading, MA: Addison-Wesley.1975
[31] Gerpott, T., Domsch, M. R&D professionals’ reactions to the career plateau: Anexploration of the medicating role of supervisory behaviors and jobcharacteristics.R&D Management,1987.17:103~118
[32] Gould, S., Penley, L.E.Career strategies and salary progression: A study of theirrelationships in a municipal bureaucracy. Organizational Behavior and HumanPerformance,1984.34:244~265
[33] Greenhaus, J. H., Parasuraman, S., Wormley, W. M. Effect of race on organizationalexperience, job performance evaluations and career outcomes. Academy ofManagement Journal.1990,133:64~86.
[34] Gunz, H. Career and Corporate Cultures, Basil Blackwell, Oxford.1989
[35] Harvey, E. K. and J. R. Schultz, Responses to the Career Plateau, Bureaucrat,Fall1987:31~34
[36] Herzberg, F., Mausner, B. Snydetlnan, B., The Motivation to Work，[M]，NewYork:John Wiley&Sons Inc.，1959.
[37] Heilmen, S.G, Holt, D.T., Rilovick, C.Y. Effects of Career Plateauing on Turnover: ATest of a Model. Journal of Leadership&Organizational Studies,2008, August.Retrieved3rd November2009fromhttp:/www.enterpreneur.com/tradejournals/article/182035190_2.html.
[38] James W. Clark.Career Plateaus in Retail Management. Annual Meeting of theAssociation of Collegiate Marketing Educators.2005:77~84
[39] Ji-hyun Jung, Jinkook Tak.The Effects of Perceived Career Plateau on Employees’Attitudes: Moderating Effects of Career Motivation and Perceived Supervisor Supportwith Korean Employees. Journal of Career Development.2008,35(2), December:187~201
[40] John W. Slocum, Jr. William L. Cron，Richard W. Hansen. Business Strategy and theManagement of Plateaued Employees. Academy Of Management Journal1985,28(1):133~154
[41] Joseph J. An Exploratory Look at the Plateausim Construct. Journal of Psychology,1996,130(3):237~244.
[42] Lee, P. C. B. Career plateau and professional plateau: Impact on work outcomes ofinformation technology professionals. Computer Personnel,1999,20:25~38.
[43] Lee, P. C. B. Going beyond career plateau, using professional plateau to account forwork outcomes. Journal of Management Development,2003,22:538~551.
[44] Lee, K., Park, H. The impact of career plateauing perceptions on career attitudesamong travel agency employees. Journal of Tourism Systems and QualityManagement,2001,7:117~132.
[45] Lemire, L., T. Saba, Y. Gagnon. Managing Career Plateauing in the Quebec PublicSector.Public Personnel Management,1999,28:375~391.
[46] Lentz, E. The Link between the Career Plateau and Mentoring-Addressing theEmpirical Gap. M.A. Thesis, Department of Psychology, College of Arts andSciences.University of South Florida.2004
[47] Lentz, E., Allen, T.D. The Role of Mentoring others in the Career PlateauingPhenomenon.Group&Organizational Management,2009,34(3):358~384.
[48] Loeke, E.A., the Nalture&Cause of Job Satisfaction.[J]， Handbook ofIndustrial&OrganiZational Psychology.Chieago.Rand Mcnally College，1976:1297~1349.
[49] Marjorie Armstrong, Stassen.Factors associated with job content plateauing amongolder workers. Career Development International.2008,13(7):594~613
[50] Mccleese, C.S., Eby, L.T. Reactions to Job Content Plateaus: Examining RoleAmbiguity and Hierarchical Plateau as Moderators, the Career DevelopmentQuarterly,2006,55:64~76.
[51] Mccleese, C, S., Eby, L.T., Scharlau, E.A., Hoffman, B.H. Hierarchical, Job Contentof Stress, Depression and Coping Responses, Journal of Vocational Behaviour,2007,71(2),282~299.
[52] Michel Tremblay, Alain Roger.Individual, Familial, and Organizational Determinantsof Career Plateau: An Empirical Study of the Determinants of Objective andSubjective Career Plateau in a Population of Canadian Managers. Group&Organization Management1993,18:411~435
[53] Michel Tremblay, Alain Roger and Jean Marie Toulouse.Career Plateau and WorkAttitudes: An Empirical Study of Managers. Human Relations,1995,48:221
[54] Mills，Q.D. Seniority vs.ability in promotion decisions.Industrial and Labor RelationsReview,2008，38(3):421~425.
[55] Mobley, W.H..Intermediate Linkages the Relationship between Job Satisfaction andEmployee Turnover，Journal of Applied Psychology,1977,62:238
[56] Near, J.P.The Career Plateau: Causes and Effects, Business Horizons.1980,23:53~57
[57] Near, J.P.Reactions to the career plateau. Business Horizons.1984, July-August:75~79.
[58] Near, J.P. A discriminant analysis of plateaued versus nonplateaued managers. Journalof Vocational Behavior,1985.26:177~188
[59] Nicholson, N. Purgatory or Place of Safety? The Managerial Plateau andOrganizational Agegrading, Human Relations.1993,46(12):1369~1389
[60] Ongori, H., Agolla, J.E. Paradigm Shift in Managing Career Plateau in Organization:The Best Strategy to Minimize Employee Intention to Quit. Africa Journal ofBusiness Management.2009,3(6):268~271.
[61] Palmero, S., Roger, A., Tremblay, M. Work Satisfaction and Career Plateau ofPart-time Workers. EGOS17th Colloquium. Lyon,2001, Sub-Theme14(Career asprofessional Odyssey), Retrieved13th November2009fromhttp://centremagellan.univlyon3.fr/fr/articles/88~567.pdf.
[62] Park, G., Yoo, T. The impact of career plateau on job and career attitudes andmoderating effects of emotional intelligence and organizational support. KoreaJournal of Industrial and Organizational Psychology,2005,18:499~523.
[63] Peter, L., Hull, R. The Peter Principle. New York: Morrow,1969.
[64] Peterson, R.T., Beyond the Plateau, Sales and Marketing Management.1993, July:78~82
[65] Roger, A., Treblay, M. The Moderating Effect of Job Characteristics on Managers’Reactions to Career Plateau. Retrieved13th November2009fromhttp:ideas.repec.org/p/cir/cirwor.98s-27.html.
[66] Rosen B, Jerdee T H. Middle and late career problems: Causes, consequences andresearch needs. Human Resource Planning,1990,13(1):59~70
[67] Rotondo, D.M., P.L.Perrewe.Coping with a career Plateau: An Empirical Examinationof What Works and What Doesn’t. Journal of Applied Social Psychology,2000,30:2622~2646
[68] Rotondo, D. Individual-Difference Variables and Career-Related Coping.The Journalof Social Psychology,1999,139:458~471.
[69] Samuel O. Salami. Career Plateuning and Work Attitudes: Moderating Effects ofMentoring with Nigerian Employees. The Journal of International Social Research.Volume3/11Spring2010:499~508
[70] Sandra Palmero, Alain Rogerand Michel Tremblay.Work Satisfaction and CareerPlateau of Part-time Workers. EGOS17TH COLLOQUIUM Lyon,2001, SubTheme14(Career as Professional Odyssey):1~18
[71] Sharon G.Heilmann.Daniel T. Holt. Christine Y. Rilovick.Effects of Career Plateauingon Turnover A Test of a Model. Journal of Leadership&Organizational Studies.2008,15（1）:59~68
[72] Slocum, J.W., Jr., Cron, W.L., Hansen, R.W., Rawlings, S. Business strategy and themanagement of plateaued employees. Academy of Management Journal,1985.28:133~154
[73] Stout, S.K., Slocum, J.W., Jr., Cron, W.L.Dynamics of the career plateauting process.Journal of Vocational Behavior,1988,32:74~91
[74] Sugalski, T.D., Greenhaus, J.H. Csreer exporation and goal setting among managerialemployees. Journal of Vocational Behacior,1986,29(1):102~114
[75] Thomas P. Ference, James A. Stoner, E. Kirby Warren. Managing the Career Plateau.The Academy of Management Review, Oct.,1977,2(4):602~612
[76] Tremblay, M., Roger, A., Toulouse, J. M. Career plateau and work attitudes: Anempirical study of managers. Human Relations,1995,48:221~237.
[77] Tremblay, M., Roger, A. Career Plateauing Reactions: The Moderating Role of JobScope, Role Ambiguity and Participating among Canadian Managers. InternationalJournal of Human Resource Management.2004,15(6):996~1017.
[78] Tschibanaki, T.The determination of the promotion process in organizations and ofearnings differentials.Journal of Economic Behavior and Organization,1987,8:603~616
[79] Ulrich, Dave.Strategic Human Resource Planning: Why and How? Human ResourcePlanning，1987，（10）:37~56
[80] Ulrich, Dave.A New Mandate for Human Resources. Harvard,1998,76(1):124~134
[81] Ulrich, Dave, Smallwood, Norm. Capitalizing on Capabilities. Harvard BusinessReview, Jun2004,82(6):119~127
[82] Veiga, J.F. Plateaued versus Non-Plateaued Managers Career Patterns, Attitudes andPath Potential, Academy of Management Journal,1981,24(3):566~578.
[83] Xie, B., Long, L. The Effects of Career Plateau on Job Satisfaction, OrganizationalCommitment and Turnover Intentions.Acta Psychologica Sinica,2008,40(8):927~938
[84] Yeung.Arthur,Brockbank.Wayne, Ulrich.Dave,Lower Cost, Higher Value: HumanResource Function in Transformation, Human Resource Planning,1994,17(3):1~16
[85][美]戴维·沃尔里奇.人力资源管理新政[M].北京：商务印书馆.2007,13~26
[86]段磊.重铸HR经理胜任力模型.人力资源[J].2006(17):20~21
[87]彭剑锋.内外兼修十大HR新模型.人力资源[J].2006(8):34~37
[88]《2011-2012年企业人力资源管理转型与HR外包调研报告》发布.人力资源管理.2012(7):49
[89][美]劳伦斯J.彼得，雷蒙德·赫尔.彼得原理.机械工业出版社.2007,4
[90][美]格林豪斯，卡拉南，戈德谢克著，王伟译.职业生涯管理（第3版）.清华大学出版社.2006
[91]廖泉文.职业生涯发展的三、三、三理论.中国人力资源开发.2004（9）:21~23
[92]企业人力资源管理人员国家职业标准.http://ehinarand.eom/temp/renli/，2002，02，22.
[93]游黎丽玲.学校心理指导.香港:香港中文大学出版社，1993
[94] S.E.施恩.职业的有效管理.生活·读书·新知三联书店，1992
[95]谢宝国.职业高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
[96]林长华.企业员工职业高原及其对工作绩效和离职倾向的影响研究.湖南大学博士学位论文.2009,6
[97]郭豪杰.职业高原的结构研究及其与工作倦怠的相关.河南大学硕士学位论文.2007,5
[98]寇冬泉.教师职业生涯高原：结构、特点及其与工作效果的关系.西南大学博士学位论文.2007,6
[99]白光林.职业高原内部结构及其产生机制探讨.暨南大学硕士学位论文.2006,5
[100]白光林，凌文辁，李国昊.企业管理者职业高原结构维度探索及问卷编制.2010ETP/IITA2010International Conference on Management Science and Engineering:136~139
[101]白光林,凌文辁,李国昊.职业高原结构维度与工作满意度、离职倾向的关系研究.科技进步与对策.2011,2:144~148
[102]李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006
[103]吴贤华.某银行员工职业生涯高原的影响因素结构研究.暨南大学硕士学位论文.2006,5
[104]李尔.IT企业研发人员职业高原现象成因及相关问题研究.暨南大学硕士学位论文.2009,6
[105]谢宝国.职业生涯高原的结构及其后果研究.华中师范大学硕士学位论文.2005,6
[106]李华.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究.重庆大学博士学位论文.2006,9
[107]陈怡安,李中斌.企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究科技管理研究.2009,12:437~430
[108]陈子彤，金元媛,李娟.知识型员工职业高原与工作倦怠关系的实证研究.武汉纺织大学学报.2011,04:31~33
[109]白光林,凌文辁,李国昊.职业高原与工作满意度、组织承诺、离职倾向关系研究.软科学.2011,2:108~111
[110]卢嘉，时勘.工作满意度评价结构研究，人力资源管理研究新进展（赵曙明等编）,南京：南京大学出版社，2002
[111]张勉,李树茁.雇员主动离职心理动因模型评述.心理科学进展,2002,10(3):337~339
[112]赵西平,刘玲,张长征.员工离职倾向影响因素多变量分析.中国软科学，2003,03:71~74.
[113]张勉,张德,李树茁. IT企业技术员工离职意图路径模型实证研究.南开管理评论,2003,4:12~19
[114]叶仁荪、王玉芹，林泽炎.工作满意度、组织承诺对国企员工离职影响的实证研究，管理世界，2005,3:122~125
[115]凌文辁，张治灿，方俐洛.影响组织承诺的因素探讨，心理学报，2001,33(3):259~263
[116]刘智强.知识员工的职业停滞与治理研究.华中科技大学博士学位论文，2005.
[117]陈志霞.知识员工组织支持感对工作绩效和离职倾向的影响.华中科技大学博士学位论文.2006,4
[118]黄春生.工作满意度与组织承诺及离职倾向相关研究.厦门大学博士学位论文.厦门:厦门大学管理学院,2004
[119]英才网联，2008中国HR职场状态调查报告[R]
[120]刘智强.知识员工职业停滞测量与治理研究.华中科技大学博士学位论文.武汉:华中科技大学管理学院工商管理系,2005:77~89
[121]国务院发展研究中心企业研究所，中国人力资源开发网.中国企业人力资源管理现状调查报告.2004,3