工作內容高原對職涯承諾的影響:自我效能調節效果之探討

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(1)The Moderating Effect of Self-Efficacy on the Relationship between Job Content Plateau and Career Commitment. by Ya-sin Li. A Thesis Submitted to the Graduate Faculty in Partial Fulfillment of the Requirements for the Degree of. MASTER OF BUSINESS ADMINSTRATION Major: International Human Resource Development. Advisor: Yi-chun Jane Lin, Ph.D.. National Taiwan Normal University Taipei, Taiwan July, 2013.

(2) ACKNOWLEDGEMENT At first, I need to give my warmest and sincere thanks to two people. To my dear and cute thesis advisor, Dr. Yi-Chun Lin, thank you for all the help and suggestions you gave me during my thesis writing process. You always encourage me to overcome difficulties to finish my thesis. Moreover, you are my mentor in life. I really appreciate your help. To my dear partner, Roy, thank you for everything you have done. We helped each other and supported each other in each moment of the this year. Alt hough there were many obstacles, setbacks and difficulties, we finally made it. Also,. I. have. to. give. thanks. to. all. my. good. IHRD. partners. We. always helped each other to figure out the problems and assisted each other in fighting with the proposal and defense. Besides, I especially have to thank Dr. Angela Chen and Dr. Rosa Yeh. You really helped me a lot in identifying the weakness of my thesis so that I was able to make improvement and correction. Thanks for Dr. Angela Chen’s statics course. Also, when I was Dr. Rosa Yeh’s research assistant, Dr. Rosa Yeh taught me a lot. Thank you all!.

(3) ABSTRACT Nowadays, due to flatter organizational structures, instability of economic environment, and downsizing policy, more employees have job content plateau.The study examines the effect of job content plateau and moderating effect of self-efficacy on the relationship between job content plateau and career commitment of business students in Taiwan. This study uses a paper-based questionnaire to collect with at least 200 business students. Confirmatory factor analysis, Sample descriptive statistics, correlation analysis, and hierarchical regression analysis were employed to analyze data by using the SPSS 18.0 and AMOS 18.0 in this study. The result indicated that there is a significantly negative relationship between job content plateau and career commitment. Besides, self-efficacy negatively moderates the relationship between job content plateau and career commitment. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career commitment. The theoretical and practical implications were discussed in this study.. Keywords: Job content plateau, career commitment, self-efficacy. I.

(4) TABLE OF CONTENTS Abstract .................................................................................................................I Table of Contents ...................................................................................................II List of Tables .........................................................................................................IV List of Figures ........................................................................................................V. CHAPTER I. INTRODUCTION ........................................................1. Background of the Study ................................................................................1 Statement of the Problem................................................................................2 Research Purposes ..........................................................................................3 Research Questions ........................................................................................4 Significance of the Study ................................................................................4 Delimitation...…………………………………………………….……………4 Research Procedure…………………………………………………………….5 Definitions of Terms .......................................................................................6. CHAPTER II. LITERATURE REVIEW .............................................7. Existing Research on Plateaus……. ................................................................7 Career commitment ........................................................................................10 Job Content Plateau and career commitment ...................................................13 Self-efficacy ...................................................................................................15 Moderating role of self-efficacy………………………………………………..17. CHAPTER III. METHODOLOGY .....................................................21. Research Framework ......................................................................................21 Research Hypotheses ......................................................................................21 Sample ...........................................................................................................22 Data Collection…………………………………………………………………23. II.

(5) Measurement …………………………………………………………………..23 Reliability and Validity ……………..………………………….………………25 Data Analysis………………..…………………………………..…………...…26. CHAPTER IV. RESULTS AND DISCUSSION .................................28. Sample Descriptive Statistics ..........................................................................28 Correlation Analysis .......................................................................................31 Hierarchical Regression Analysis....................................................................33. CHAPTER V. CONCLUSIONS AND RECOMMENDATIONS ........42. Conclusion .....................................................................................................42 Recommendations …………………………………………………………......46. REFERENCES…………………………..……………………………..49. III.

(6) List of Tables Table 2.1 A Model of Managerial Careers…………………………………………….8 Table 3.1 Research Hypotheses ………………………..………………………..…...22 Table 3.2 Results of Confirmatory Factor Analysis…………………………………..26 Table 4.1 Sample’s Demographics (personal - related Level)…………………..……29 Table 4.2 Sample’s Demographics (Job-related Level)……………....……...……….30 Table 4.3 Descriptive Statistics and Correlations………………………………….....33 Table 4.4 Hierarchical Regression Results for Job Content Plateau and Career Commitment…………………….…………………………..…….............35 Table 4.5 Hierarchical Regression Results for Job Content Plateau, Career Identity, Career Planning, and Career Resilience…………………………………..36 Table 4.6 Hierarchical Regression for the Moderating Effect of Self-efficacy on the Relationship between Job Content Plateau and Career Commitment….....37 Table 4.7 Hierarchical Regression for the Moderating Effect of Self-efficacy on the Relationship among Job Content Plateau, Career Identity, Career Planning, and Career Resilience…………………………………….……………….40 Table 5.1 The Integration Results of Hypotheses Testing………………………...…43. IV.

(7) List of Figures Figure 1.1 Research Procedure...……………………………………………………….……5 Figure 2.1 Diagrammatic Representation of the Difference between Efficacy and Outcome Expectations……………………………..;……………………...……………….15 Figure 3.1 Research Framework…………………………………………………….….……21 Figure.4.1 The Interaction Effect of Self-efficacy and Job Content Plateau on Career Commitment……………………………………………………………………...38 Figure 4.2 The Interaction Effect of Self-efficacy and Job Content Plateau on Career Identity, Career Planning, and Career Resilience………………………………….………41. V.

(8) CHAPTER I. INTRODUCTION. This chapter introduces the background of the study, statement of problem, research purposes, research questions, significance of the study, delimitation, research procedure, and definitions of terms.. Background of the Study With globalization, development of new technologies, and changing nature of labor markets, there are many different issues on career academic area from past to present (Baruch, 2003). In the past, many employees prefer long-term employment in a company. They expected their seniority would help them acquire advancement in the companies (Lee, 2003), and the reason may because many employees consider promotion as symbolization of successful work (Appelbaum & Finestone, 1994). Nowadays, due to flatter organizational structures, instability of economic environment, and downsizing policy, more employees work in the same job for a long period of time, they have limited lateral and upward movement, and their careers represent cessation of promotion. The scholars described that these employees undergo career plateau (Jung & Tak, 2008; Lee, 2003; McCleese, Eby, Scharlau, & Hoffman, 2007). Further, career plateau reflects hindrance on promotion and lack of challenge in job content. Employee remain the same position in a longer period, they are likely to experience job content plateau. Employee would become bored with their job (Bardwick, 1986). In addition, plateaued employees become less optimistic and highly stressed (Elass & Ralston, 1989; Lee, 2003). Therefore, career plateau has been used as antecedent to undesirable work outcomes such as low job satisfaction, low career motivation, 1.

(9) high turnover intentions, and low organizational commitment (Foster, Shastri, & Lonial, 2011; Jung & Tak, 2008; Heilmann, Holt, & Rilovick, 2008). Meyer and Allen (1993) introduced that organization commitment is highly related to career commitment. Career commitment is associated with career satisfaction and organization commitment. McCormick and Tiffin (1974) conducted that if workers perceive that their values and contributions are recognized in the workplace, they will exhibit a positive attitude and have higher career commitment. Also, career commitment represents the aspect of individual motivation for her or his career life. If people who have high career commitment in their life, they will express high motivation to overcome difficulties in workplace. In essence, high motivation explored the concept of self-efficacy. Self-efficacy is related to the personal performance. Moreover, previous researches showed that self-efficacy was associated with positive outcomes, such as career indecision, job performance, job satisfaction and career success (e.g., Ballout, 1999; Taylor & Betz, 1983; Theodorakis, 1996; Yao & Wang, 2011). It is the basis for human motivation, well-being, personal confidence, accomplishment and sense of achievement (Bandura, 1986).. Statement of the Problem In Taiwan, there are now more college graduates competing for job than ever before. Plenty of young workers and managers have high expectations in work life. When these people are in the organization, they pursue highly value job variety, challenge work, and profession development. However, due to flatter organizational structures, instability of economic environment, organization restructuring, and downsizing policy in recent years, advancement opportunities diminish. These people feel disappointed owing to reduction of advancement opportunities. Besides, when organizations get bigger, they put more attention in professional service. It is the reason why more employees have job content plateau. 2.

(10) Reaching job content plateau is upsetting for a person at any age (Near, 1980). They feel disillusioned, dissatisfied, and unsure of their future career direction (Smith-Ruig, 2009). Also, Job content plateaued employees exhibited poor job performance (Feldman & Weitz, 1988). Many previous studies have shown that career plateau is a critical issue. Everyone in the different stages of life will suffer some problems. However, many studies were investigated the effect of career plateau on work attitudes and job satisfaction (e.g. Allen, Poteet & Russell, 1998; Chao, 1990). Also, many studies stressed that career plateau is related to negative outcomes (e.g., Heilmann, Holt, & Rilovick, 2008; McCleese, Eby, Scharlau, & Hoffman, 2007; Lapalme, Tremblay, & Simard, 2009; Lee, 2003). Besides, most research focused on hierarchical plateaus (e.g., Carnazza, Korman, Ference, & Stoner, 1982; 1981; Chao, 1990; Chay, 1995; Near, 1980, Slocum, Cron, Hansen, & Rawlings, 1985; Veiga, 1981). These studies focus on. However, Job content plateau has not received much. empirical attention (Feldman & Weitz, 1988). Few studies examined the moderating effect of self-efficacy between job content plateau and career commitment.. Research Purpose Due to the lack of studies to examine relat ionships among job content, self-efficacy, and career commitment, this study aims to explore the relationships among these three variables to fill a gap in the literature by examining the employees who have reached a job content plateau may have fewer negative work attitudes such as lower career commitment under some circumstances. The purpose of the study was to examine the relationships between job content plateau and career commitment and self-efficacy served as moderator to examine the relationship between job content plateau and career commitment.. 3.

(11) Research Question In the view of the proceeding research purpose, two major sets of research questions to be addressed as follows: 1. Is there a significant relationship between job content plateau and career commitment? 2. Does self-efficacy moderate the relationship between job content plateau and career commitment?. Significance of the Study Career is the continuous process which can be altered by people’s intrinsic motivation. This study provided foundation for understanding the status in the workplace and individual life. Also, this study provided a picture of interaction among individual inside faith, status of work place, and prospect for the future. Badwick (1986) noted that if employees understand what are happening to them, they would take strategies to cope with job content plateau. Further, this study offered references for organizations to be aware of consequences of job content plateau. If workers perceive that their values and contributions are recognized in the workplace, they will exhibit a positive attitude and have greater career commitment (MCormick & Tiffin, 1991).. Delimitation The sample of the study was business students in Taiwan. They go to Taiwan colleges for professions development. The targets covered north, middle, and south area in Taiwan. Work experience is an essential issue in the study since it aims to study job content plateau, self-efficacy and career commitment. The employees should present at least one years of working experience within the company. 4.

(12) Research Procedure To begin with the research procedure, the research background and purposes were defined and decided in first step. Hypotheses and research framework were confirmed owing to literature review. Then, questionnaire measures were selected. After sending out the questionnaires, data would be collected and further analyzed. Based on the results of the survey, findings would be discussed. Finally, this study would provide conclusions and recommendations. The procedures of this research as Figure 1.1 showed.. Research background and purpose. Literature review. Hypotheses formation. Research framework construction. Questionnaire selection. Data collection. Data analysis. Results and conclusions. Conclusion and recommendations. Figure 1.1 Research procedure. 5.

(13) Definitions of Terms Job Content Plateau Job content plateau means that workers feel bored in their job content. They think that they have no challenges at work. (Feldman & Weitz, 1988). Career Commitment Blau (1985) pointed out “career commitment: one’s attitude toward one’s vocations, including a professions” (p.278 ). London (1983) illustrated that career commitment includes three theoretical dimensions: (1) career identification, a close emotional association with one’s career. (2) career planning, determining one’s developmental needs and establishing a career plan;(3)career resilience, resisting career disruption in the face of adversity.. Self-Efficacy In 1995, Schwarzer and Jerusalem indicated that self-efficacy is the belief that one can perform difficult tasks or cope with obstacles in various domains of human functioning. It refers four aspects which are goal setting, effort investment, persistence in face of barriers and r\covery from setbacks.. 6.

(14) CHAPTER II. LITERATURE REVIEW. Existing Research on Plateaus In early studies, Ference, Stoners and Warren (1977) proposed the original concept of plateau. It was defined as “The point in a career where the likelihood of additional hierarchal is very low. Career plateau are natural consequence of the way organizations are shaped” (p. 602). They indicated that career plateau is failure or defeat which hinders understanding and management of careers. Veiga (1981) defined career plateau as “the point at which future career mobility, including both upward and lateral moves, is in reasonable doubt because the length of time in the present position has been unduly prolonged in the practice aspect” (p.566). Tremblay and Roger (1998) defined career plateau as “being a prolonged halt or the feeling that an individual has of being blocked off from promotion” (p. 2). In conclusion, plateau in career represents the concept of cessation and stagnation of individual’s upward and lateral movements. Scholars applied the concept of plateau to different individual status. Ference, Stoners and Warren (1977) stated that four types of principal career states. First, the employees who are categorized as "learners" or "comers” have high potential for promotion but their presently performance under standard. Those employees are usually new comer of the organization. They still learn how to do well at work. Second, "Stars" means that the employees who do outstanding work are viewed as high potential worker for further promotion. They are like a star to attract everyone’s attention. They are aggressive to engage in activities of the organization. Third, “Solid citizens" means that the employees’ performance is ranked as outstanding status, but they have little opportunity for future promotion. Forth, "Deadwoods" means that these individuals have little potential for promotion, and their performance is ranked as low level. The reason for being deadwood may. 7.

(15) be lack of motivation and ability, or personal difficulty. They are regarded as problems in the organization. Furthermore, according to the difference of performance rating, the “solid citizens” are considered effective plateau, and the ”Deadwoods” are considered ineffective plateau. This basic model can be recognized to acquire sources of plateauing and to examine different types of career plateau. Likelihood of future promotion. Current Performance. Low. High. Solid Citizens (effective. plateaus). High. Low. Stars Organizationally. Personally. Plateaued. Plateaued Deadwood (ineffective. plateau). Leaners (Comers). Table 2.1 A Model of Managerial Careers. Adapted from “. Managing the career plateau. ” by Ference, T. P., Stoner, J. A. F, & Warren, E. K.,1977, Academy of Management Review, (4), p.603. In addition to these four types of career plateau, there are two types of career plateau are organizational plateau and personal plateau. Furthermore, the explanation of organizational plateau is that individual has ability to perform well in high level job on grounds of lacking of opportunities to get promotion in organization. The source of organizational plateau could be competition, tenure, organizational need, and narrowing pyramid organizational structure. Personal plateau was introduced that individual lacks ability for higher job, or he or she does not desire a higher level job. The source of personal plateau could be lack of technical and managerial skills, lack of career skills and lack of sufficient desire (Ference et al, 1977). In general, the solid citizens tended to have organizationally plateaued in that they were capable of performing well for higher level job but they lack opportunities. On the other side, dead woods were inclined to have personally 8.

(16) plateaued. They usually lacked of ability or desiring for higher job (Veiga, 1981; Appelbaum & Finestone, 1994). Stoner, Ference, and Warren (1980) suggested two major types of career plateaus: successful career plateau and unsuccessful career plateau. Employees with unsuccessful career plateau perform their jobs under satisfactory level. However, Employees with successful career plateau performed their jobs successfully. Bardwick (1986) divided career plateau into three categories: structure plateau, content plateau and life plateau. Structure plateau occurs when organization is not well designed, and workers will feel limited because of their development in the organizational level. It also means the end of promotion. Content plateau refers to when workers have job-related skill and knowledge but they don’t develop skill and knowledge or take challenges during work. They feel bored at their work. Live plateau also called individual plateau which means the stagnation of workers’ lives. When employees feel stuck at their work, they will extend the feeling to their lives and be trapped in life. Feldman and Weitz (1988) concluded the concept of career plateau. They explained that hierarchal plateau is when workers get the point which they cannot move higher that current position, they will feel limited for their career development in the organization. The likelihood of getting promoted is limited. Job content plateau means that workers feel bored in their job content. They think that they have no challenges at work. Tremblay, Roger, and Toulouse (1995) identified two types of career plateaus. One is objective plateau, the other one is subjective plateau. Objective plateau is associated with excessive length of time (tenure). It is measured by five years in the same position in the company. That is to say, people who stay in current position beyond 5 years are considered as being objective plateau. Subjective plateau is associated with individual perception. It is measured by the expected period of time before the next promotion or movement or the perceived probability of getting a promotion in the future. 9.

(17) Tremblay and Roger (1993) divided the determinants of career plateau into two categories which are individual and familial factors and organizational factors. Individual and familial factors include education level, salary and satisfactory family life. Organizational factors are structural characteristics and span of control. Veiga (1981) examined the career attitudes on plateaued employees by investigating their fear of stagnation, career impatience, marketability and propensity to leave. The result demonstrated that the plateaued employees did not perform significantly lower fear of stagnation. The deadwoods expressed lower career impatience due to lack of sufficient desire. It could contribute to the source of personal plateaued. On the contrary, non-plateaued employees expressed higher confidence on their marketability. It could be attributed their belief for ongoing career development in the current organizations. Hence, career plateaued employees were inclined to change companies. It is plausible that employees with career plateau less actively engage in seeking out and analyzing career opportunities in other companies. It reduced the degree to which they believe they are marketability.. Career Commitment Super and Hall (1978) defined career as “ a sequence of positions occupied by a person during the course of the life-time” (p.334). In social psychology, Erikson (1956) identified that commitment is the faith of individuals to perform their behaviors. Commitment is an individual internal decision, and it occurs when one's thoughts and emotions are pointing out to the same direction (Adio, 2010). Also, commitment could be regarded as a willingness to persist in action. (Cooper-Hakim & Viswesvaran, 2005 ). Regarding career commitment, Hall (1971) initially defined career commitment as “The strength of one’s motivation to work in a chosen career role” (p. 59), Buchanan (1974) described that career commitment is demonstrated by an individual who values the goals of his or her profession, and performs professional duties effectively. In other words, Meyer, Allen, and Smith (1993) introduced 10.

(18) that career commitment is people's motivation to work towards personal advancement in their profession. Blau (1985) defined career commitment as “One's attitude towards one's profession or vocation” (p.278).. Colarelli and Bishop (1990) described career commitment. as “The development of personal career goals, the attachment to, identification with, and involvement in those goals.” (p.159). They noted that career commitment involved self-generated goals and commitment to one’s own career. Aryee and Tan (1992) defined career commitment as an affective concept which represents one’s identification in career and capability to cope with disappointments in the pursuit of career goals. Vandenberg and Scarpello (1994) described that career commitment is “a person’s belief in and acceptance of willingness to maintain membership in that occupation” (p.535). Jones and Goulding (1999) observed that commitment to a career can be viewed as willingness to undertake further training. Besides, Goulet and Singh (2002) defined career commitment as “The extent to which someone identifies with and values his or her profession or vocation and the amount of time and effort spent acquiring relevant knowledge” (p.75). They stated that if a person is willing to exert energy and be persistent in pursuing personal career goals, He or she could be considered to have high career commitment. In general, Career commitment is psychological concept, and it is related motivation, persistence, and willingness. Some studies suggested that career commitment is considered motivation in essence. (Hall, 1971; Meyer, Allen, & Smith, 1993). Aryee and Tan (1992) propounded the concept of career commitment based on London’s (1983) theory of career motivation and organization commitment. Building on the work of London (1983), career commitment is multidimensional construct and conceptualized as three theoretical dimensions: (1) career identity, it refers to “How central one’s career is to one’s identity”. Career commitment consisted of two subdomains, work involvement and desire for upward mobility. Work involvement included job involvement, professional orientation, commitment to managerial work and identification with the organization. Desire for upward mobility included the needs 11.

(19) for advancement, recognition, dominance, and money. (2) career insight, this is “The extent to which the person has realistic perceptions of him or herself and the organization and relates theses perceptions to career goals”. It is positively related to goal clarity, path goal clarity, social perceptiveness, self-objectivity, realism of expectations, career decision making, and future time orientation. (3) career resilience, it means that” “A person’s resistance to career disruption in a less than optimal environment ” (p. 621). There are three subdomains in career resilience. First subdomains is self-efficacy, and it included self-esteem, need autonomy, adaptability, internal control, need achievement, initiative, need creativity, inner work standards, and development orientation. Second subdomain is risk taking. It involved risk taking tendency, fear of failure, need security, and tolerance of uncertainty and ambiguity. The third subdomain is dependency. It included career dependency, need for peer approval, need for superior approval. Meyer and Allen (1991) conducted three-component model of organizational commitment. Three components of organization commitment are affective organization commitment,. continuance. organization. commitment,. and. normative. organization. commitment. In 1993, because organization commitment is highly related to career commitment, Meyer and Allen proved that three components model could be applied to career commitment. Affective career commitment is that people have emotional identification in the occupation. Continuance career commitment is regarded as the individual made investments. It would be reduced in value if he or she is to change occupations. Normative career commitment is viewed as the receipt of benefits that created a sense of obligation to reciprocate. Carson and Bedeian (1994) constructed measurement of career commitment. It included 12 items and three dimensions: 1) career identification, a close emotional association with one’s career. 2) career resilience, resisting career disruption in the face of adversity 3) career planning, determining one’s developmental needs and establishing a career plan. 12.

(20) Job Content Plateau and Career Commitment Many studies have been stated that career plateau was significantly negative related to organizational commitment (Allen,Poteet, & Russell,1998; Chay, Aryee, & Chew, 1995; Choy & Savery,1998; Jung & Tak, 2008; McCleese & Eby, 2006; Nachbabauer & Riedal, 2002; Lapalme,Tremblay, & Simard, 2009;Lee, 2003;Lemire,Sabs, & Gagnon, 1999;Tong& Jung, 2011). Choy and Savery (1999) explored the relationships among employees’ job satisfaction, organizational commitment and the plateauing phenomenon in the sample of approximately 4,000 employees in all areas of Western Australia with 2,700 in the metropolitan region of the State Capital of Perth. They divided sample into two groups, plateaued employees and non-plateaued employees, by a criterion of staying in the same position for seven years. This study shows that plateaued employees had lower loyalty to the organization and less favorable view of the organization. Hence, employees with high career plateau will express lower organization commitment. Lapalme, Tremblay and Simard (2009) examined the relationship between career plateau and organization commitment in the sample of 575 hospital employees. In this study, they identified the direct link between career plateau and affective commitment to the organization. The result showed that when employees faced career plateau feel less committed to their organizations. Besieds, Heilman, Holt, and Rilovick (2008) described that career plateau was positively related to turnover intention based on the sample of 223 military members of three different organizations. Because employees view career plateau as hindrance from development and promotion in the organization, they with higher career plateau had lower commitment to the organization. However, McCleese and Eby (2006) investigated that job content plateaued is negatively associated with organizational commitment in the sample of 1708 from 76 organizations. Job content plateaued employees had greater organizational commitment under the condition they 13.

(21) were not also experiencing a hierarchical plateau. Employees believe that they will move upward to obtain the opportunity to higher position. Also, their jobs will become more challengeable than current position. Nachbabauer and Riedal (2002) described that work content plateau is negatively related to affective commitment but positively related to continuance commitment in the sample of 165 faculty and 77 teachers. Moreover, it is not significant among objective structural plateau, affective commitment and continuance commitment. Because the employees thought they have not ready for advanced job than current job, they feel satisfied and think their ability is consistent of current job. Previous research indicated that organizational commitment correlated with career commitment ( Blau, 1985; Chang, 1999; Colarelli & Bishop, 1990; Goulet & Singh, 2002; Mathieu & Zajac,1990; Meyer & Allen, 1993; Meyer, Stanley, Herscovitch, & Topolnytsky, 2002). Colarelli and Bishop (1990) noted that if people have stronger career commitment, they tended to develop commitment to work group and organization and consider commitment as serving career goal. Goulet committed to. and. Singh. his or. her. (2002). found. organization,. that. “an. and who. employee. who. is. is satisfied with his or her job,. is most likely in a rewarding job situation and in line with career aspirations, thus higher career. very. the. commitment” (p.86). In essence, organizational commitment is significant. determinants of career commitment. Some research showed that career mobility will increase employees’commitment to the organization (Grusky, 1966 ; Gaertner & Nollen, 1989). The career mobility was defined as promotion from first position of the organization. Grusky (1966) obtained a survey on 1649 managers of the large single enterprise in the United Stated and results showed that the more employees promoted to the higher position, the more they received the rewards from organization. On that account, the more employees received the rewards, the greater they express commitment to the organization. Gaertner and Nollen (1989) stated that employees believed that if the company provides a long-term development opportunity for employees, 14.

(22) they will express higher commitment to the organization. Chao(1990) indicated that career plateau is negatively related to career planning for the reason that career plateaued employees expressed as slow-tract and less successful careerist in the sample of 1755 managers. The employees with high career plateau had lower will to engage career plan activities. According the literature, the hypothesis 1 is conducted H1. There is a significant negative relationship between job content plateau and career commitment. H1a.There is a significantly negative relationship between job content plateau and career identity. H1b. There is a significantly negative relationship between job content plateau and career planning. H1c. There is a significantly negative relationship between job content plateau and career resilience.. Self-Efficacy The concept of self-efficacy originated from Bandura’s social cognitive theory in 1977. It refers to individual inside belief or expectation in accomplishing tasks or performing adequately in particular situation (Bandura, 1977a). Bandura (1986) defined self-efficacy as ‘‘people’s judgments of their capabilities to organize and execute courses of action required to attain designated types of performances’’ (Bandura, 1986, p. 391). Self-efficacy is associated with social learning theory which explained the human behavior model in terms of interaction among cognitive, behavioral, and environmental determinations. Figure 2.1 which is derived from Bandura’s social learning theory is shown the role of the self-efficacy. Efficacy expectations are individual convictions which mean one can successfully execute the behavior. Outcome expectations were defined as person’s estimation of certain outcome after 15.

(23) individual behavior. It noted that self-efficacy is a continuous psychological procedure among person, behavior and outcome.. Outcome. Behavior. Person. Outcome Expectation. Efficacy Expectation. Figure 2.1 Diagrammatic representation of the difference between efficacy and outcome expectations. Adapted from “Social Learning Theory ” by Albert Bandura ,1977, United State of America : Prentice-Hall, Inc.. p.79. Copyright 1977 by Prentice-Hall, Inc.. Psychological procedure stressed that how much effort will expend and how long it will be sustained when a person face difficulties and obstacles (Bandura, 1977b). Moreover, four categories of sources of self-efficacy which are performance accomplishment, vicarious experience, verbal persuasion and emotional arousal, and through these resources will enhance individual self-efficacy (Bandura, 1977b). Besides, self-efficacy is associated with behavioral change (Bandura & Adam, 1977). Self-efficacy judgments regulate how much effort people exert and how long they persist when met with resistance. In turn, these behaviors can strongly determine the outcomes ultimately obtained (Bandura, 1977b, 1982). Hackket and Betz (1981) applied self-efficacy in career-related domain. They proposed that when individual make career choice, he or she will base on the understanding of social cognitive career theory. Based on Bandura’s theory, Taylor and Betz (1983) defined career decision making self-efficacy as an individual’s belief that he or she can successfully complete the activities and tasks necessary to make an effective career decision. More specifically, they defined career decision making self-efficacy as an individual’s belief that he or she can engage in activities such as accurate self-appraisal, gathering of relevant occupational information, and selecting appropriate goals. Schwarzer and Jerusalem (1995) indicated that self-efficacy is the belief that one can 16.

(24) perform difficult tasks or cope with obstacles in various domains of human functioning. It refers four aspects which are goal setting, effort investment, persistence in face of barriers and recovery from setbacks. Chemers, Hu, and Garcia (2001) applied efficacy theory to predict academic success and personal adjustment of first-year university students. Based on assessments near the beginning and end of the academic year, the findings indicated that, above and beyond any effects of previous ability, academic self-efficacy was a strong and significant predictor of academic goals, academic performance, personal adjustment, and health. Perceived self-efficacy is defined as people’s judgment of their capabilities to organize and execute courses of action required to attain designated types of performance judgment of what one can do with the skills one possesses.. Moderating Role of Self-Efficacy Career plateau has been influenced by various psychological factors people usually suffer in their working conditions. For example, Feldman and Weitz (1988) noted that employees with high growth need strength are incline to be motivated to pursue and accept new chances on the job on the sample of sales people. Hence, those employees experienced less career plateau than others. If people with high growth need strength, they will express greater desire to encourage themselves, to develop their new capability, and to take more challenge (Alderfer, 1972). Hall and Vardi (1981) discovered that internal locus of control employees tend to experience more career mobility on the sample of non-supervisory workers. Employees with high internal locus of control will express high career mobility and be active to obtain opportunities in the organization. Locus of control had a clear influence on career oriented behavior, and this construct has specific psychological properties which show that it influences perceptions of job mobility requirements and opportunities. Moreover, the employees with internal locus of control are inclined to plan their career development if they 17.

(25) do not suffer from situational constraints of the organization and moved upwards in the organization. Near (1980) stated that the individual factors influence on career plateau. If the person lacks the motivation, aspiration and ability to move up further, he or she will reach career plateau. Orpen (1983) described that career plateau is linked to career disillusionment in the sample of 326 managers in the middle position of companies. Career disillusionment represents the regrets of joining the company, frustration, and unhappiness in their jobs. If employees face long cessation of upward movement cessation, they will express lower mental health as self-esteem, depression and anxiety. Armstrong-Stassen (2008) noted that the personal characteristics had a stronger association with job content plateauing in the sample of 239 employees in a wide variety of organizations. including. manufacturing,. finance. and. insurance,. high. tech. and. telecommunications, retail, tourism, construction, mining, education, healthcare, social services, and government. Employees with high learning self-efficacy would express low job content plateau. They regarded work as important part of their life and believed that they had the ability to learn and develop new skills in order to overcome job content plateau.Besides, Armstrong-Stassen (2008) also indicated that people with higher learning self-efficacy had positive perceptions of career potential and attitudes in their job. Based on the above statement, many psychology factors influence on people’s career plateau. Hence, people catch higher self-efficacy will lower career plateau. Many studies have been stated that self-efficacy is significant positive to career commitment (Aremu, 2005; Adio & Popoola, 2010; Niu, 2010). Niu (2010) noted that there is positive correlation between self-efficacy and career commitment in the samples of 1025 employees in foodservice industry. They found that employees with high level of self-efficacy had higher level of career commitment. Besides, employees with higher self-efficacy are not only at the higher needs level, but also they are more motivated to pursue self-growth, self-realization, and be willing to plan and carry out their career activities . For such 18.

(26) employees, they will express high self-fulfillment. Busch (1998) suggested that individuals with high self-efficacy expressed positive attitudes towards management by objectives (MBO) in the sample of 119 employees in the department of technical planning and construction in a large Norwegian city. MBO is regarded as a tool that is related to establish goal and accomplish goal in the management systems. It showed that people with strong self-efficacy are inclined to engage more planning systems. They involved in improving the productivity of their own jobs and had more positive attitude to their career planning. Chemers, Zurbriggen, Syed, Goza, and Bearman (2011) described that students with high science self-efficacy had more commitment to their science career in the sample of 327 undergraduates and 338 graduate students and postdoctoral fellows in the organizations of Society for the Advancement of Chicanos and Native Americans in Science. It means that psychological processes (i.e. identity, science self-efficacy) influence career commitment and success. People who possess high self-efficacy will aggressive to improve their science skills and be successful in science performance. Hence, they express high commitment to their science career. Klassen and Chiu (2011) indicated that there is a positive relationship between self-efficacy and occupational commitment in the sample of 434 practicing teachers. The result illustrated that teachers with high self-efficacy are more committed to the profession when they feel confident in their performance and controlling the teaching situation. They expressed greater confidence to their career. Jin, Watkins, and Yuen (2009) illustrated that students with career decision self-efficacy were positive to progress in vocational commitment in the sample of 785 Chinese graduate students. High career decision self-efficacy is significantly related to attain vocational commitment. The result was consistent to the study from Blustein, Ellis, and Devenis (1989). They indicated that when individuals had high commitment, he or she would be confident in 19.

(27) fighting frustration and achieving career goals. Also, the people with high self-efficacy will improve their resilience to cope with difficulties, prepare flexible attitudes to make career choices. London (1983) described that individuals with higher self-efficacy will be more resilient in order to be able to cope with more effectively in a negative work situations. The research showed that self-efficacy serves as moderator between personality factors and career interest ( Nauta ,2004). Personality factors refers to Big Five personality factors which are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Career interest is patterns of likes, dislikes, and indifferences with respect to career activities and occupations. Self-efficacy interacts with personality factors on career interest. People with higher self-efficacy engage more career activities. Based on this above literatures, it is assumed that job content plateaued workers with higher self-efficacy will produce the positive relationship between job content plateau and career commitment. Hypothesis 2. Self-efficacy negatively moderates the relationship between job content plateau and career commitment. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career commitment. Hypothesis 2a. Self-efficacy negatively moderates relationship between job content plateau and career identity. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career identity. Hypothesis 2b. Self-efficacy moderates relationship between job content plateau and career planning. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career planning. Hypothesis 2c. Self-efficacy moderates relationship between job content plateau and career resilience .Specifically, the higher self-efficacy, the stronger effect of career plateau on career resilience.. 20.

(28) CHAPTER III. METHODOLOGY. This chapter introduces the research framework, research hypotheses, sample, data collection, measurement, basic translation, pilot study, and data analysis.. Research Framework The research framework illustrates the relationships between variables. Figure 3.1 shows the research framework in this study. The job content plateau serves as independent variable. Career commitment, career identity, career planning, and career resilience serves as dependent variable. Also, self-efficacy serves as a moderator to exam the relationship between job content plateau and career commitment. Control variables. Self-Efficacy.   . Age Working experience Year salary. H2 Career commitment Job Content Plateau H1. Figure 3.1 Research Framework. Research Hypotheses The research hypotheses of this study were shown in the Table 3.1:. 21. . Career identity. . Career planning. . Career resilience.

(29) Table 3.1. Research Hypotheses Hypothesis Hypothesis 1. There is a significantly negative relationship between job content plateau and career commitment .. Hypothesis 1a Hypothesis 1b Hypothesis 1c Hypothesis 2. Hypothesis 2a. Hypothesis 2b. Hypothesis 2c. There is a significantly negative relationship between job content plateau and career identity. There is a significantly negative relationship between job content plateau and career planning. There is a significantly negative relationship between job content plateau and career resilience. Self-efficacy negatively moderates the relationship between job content plateau and career commitment. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career commitment. Self-efficacy negatively moderates the relationship between job content plateau and career identity. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career identity. Self-efficacy negatively moderates the relationship between job content plateau and career planning. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career planning. Self-efficacy negatively moderates the relationship between job content plateau and career resilience. Specifically, the higher self-efficacy, the stronger effect of job content plateau on career resilience.. Sample The respondents of the study were chosen from business students who had a least one year work experience. Business students are adult learner. They usually have work. After work, they go to colleges to take courses for personal professions development and educational advance. This study did not specify any category of business student. In this study, 497 copies of questionnaires were distributed for the target respondents.. 22.

(30) 455 copies of questionnaires were collected. However, 255 copies of questionnaires were eliminated since missing data. So there were 200 copies of questionnaires and the return rate was 40.2 %.. Data Collection This study utilizes purposive sampling to collect data. Phone calls and E-mails were applied to contact professors of business courses for the purpose of getting their permission to distribute self-reported questionnaires during classes. After finishing questionnaires, the respondents received McDonald's sweet cards.. Measurement Job content plateau. The 6 item job content plateau scale was adapted by Allen, Russell, Poteet and Dobbins in1999.This scale was initially developed by Milliman (1992). The typical items was “My job responsibilities have increase significantly”. The response categories ranged from 1 (Strongly disagree) to 5 (Strongly agree). The Cronbach’s coefficient Alpha reliabilities of career plateau ranged from 0.83 to 0.85 (Allen et al., 1999). Career commitment. This study will use Carson and Bedeian’s (1994) Career Commitment Measure (CCM) to assess three components of career commitment. There are 12 items divided into three dimensions: career identity with four items, career planning with four items and career resilience with four items. Career identity refers to establishing a close emotional association with one’s career, and a typical item is “My line of work/career field is an important part of who I am”. Career planning indicates the concept of determining developmental needs and setting career goals, and a typical item is” I have created a plan for my development in this line of work/career field”. Career resilience represents a person who resists career disruption in the face of adversity and in sub dimension of career identity, and a typical item is “The discomforts associated with my line of work/career field sometimes seem 23.

(31) too great”. This scale employs five point Likert scale (1= strongly disagree, 2= disagree, 3= neutral 4= agree, 5= strongly agree). The Cronbach’s coefficient Alpha reliabilities of Career Commitment Measure ranged from 0.79 to 0.85( Carson and Bedeian,1994). Self-efficacy. General Self-Efficacy (GSE) scale is utilized to assess general self-efficacy. General Self-Efficacy (GSE) scale was initially developed by Schwarzer and Jerusalem in 1995. This scale is totally 10 items, and typical items are “It is easy for me to stick to my aims and accomplish my goals.” and” Thanks to my resourcefulness, I know how to handle unforeseen situations.” The scale used seven-point Likert scale (1= Strongly not true to 7 = Strongly true). The Cronbach’s alphas reliabilities ranged from .76 to .90 (Schwarzer & Jerusalem, 1995). Control variables In this study, control variables are age, working experience, and year salary. On the concern of age, it was one of important factors to affect career commitment (Adio & Popoola, 2010; Blau, 1995; Carson & Bedeian, 1994; Colarelli & Bishop, 1990; Mathieu & Zajac, 1990; Popoola & Oluwole, 2007). Colarelli and Bishop (1990) mentioned that age was positively correlated to career commitment. However, Popoola and Oluwole (2007) found that there is significant negative relationship between age and career commitment. Working experience was chosen as control variable. The previous studies showed that work experience had impact on career commitment (Adio & Popoola , 2010; Blau, 1995; Carson & Bedeian; 1994; Chang, 1999 ). Carson and Bedeian (1994) indicated that people have more work experience are inclined to have higher career commitment. Besides, research showed that year salary influenced career commitment. (Ballout, 2009 ; Colarelli & Bishop, 1990; Day & Allen, 2004; Poon, 2004 ). Ballout (2009) observed that salary was positively related to career commitment. People have higher salary will leads to higher career commitment.. 24.

(32) Reliability and Validity Back Translation This original instrument was developed in English. We had master students majoring in English and psychology help translate from English version into Chinese version. After translation process, Chinese version of this questionnaire was confirmed by experts such as professors and human resource practitioners for the purpose of making the measuring cording consistently with original version.. Pilot Study In pilot study, Cronbach’s alpha was tested by 50 business students. The results showed that Cronbach’s alpha of job content plateau was 0.82. Cronbach’s alpha of career commitment was 0.87, and its sub dimensions ranged from 0.81 to 0.89. Cronbach’s alpha of self-efficacy was 0.85. The 50 business students were excluded in final sample.. Cronbach’s Alpha of Instruments For the reliability, it was tested by internal consistency. According to Guieford (1965), the qualified Cronbach’s alpha should be higher than 0.7. The Cronbach’s alpha of job content plateau was 0.83. The Cronbach’s alpha of career commitment and sub dimensions was ranged from 0.77 to 0.85. The Cronbach’s alpha of self-efficacy was 0.80.. Confirmatory Factor Analysis (CFA) Before the process of testing the hypotheses, confirmatory factor analysis (CFA) was employed to evaluate the distinctiveness of the measures used in this study. The result of CFA was shown in Table 3.2. The value of chi square divide degree of freedom was below 3. Besides, the overall model fit was examined by various fit indices, including root mean square error of approximation (RMSEA), comparative fit index (CFI), normed fit index (NFI), incremental fit index (IFI), Tucker–Lewis index (TLI), and goodness of fit index (GFI). The standard of good model fit was that RMSEA was below or equal to 0.08 (Browne. 25.

(33) & Cudeck, 1993). Also, the score of GFI was above 0.90 (Joreskog & Sorbon, 1981). The scores of CFI, NFI, IFI, and TLI were above 0.90 (Bentler & Bonett, 1980). In this study, there were six items in job content plateau. The chi square divide degree of freedom of job content plateau was 1.965. The RMSEA of job content plateau was 0.070, and the other fit indexes were: CFI= 0.985, NFI= 0.970, IFI= 0.985, TLI= 0.972, GFI = 0.976. There were 12 items and three sub dimensions in career commitment. The chi square divide degree of freedom of career commitment was 2.075. The RMSEA of career commitment was 0.074, and the other fit indexes were: CFI= 0.949, NFI= 0.908, IFI= 0.950, TLI= 0.930, GFI = 0.926. In addition, there were ten items in self-efficacy. The chi square divide degree of freedom of self-efficacy was 2.015. The RMSEA of self-efficacy was 0.071, and the other fit indexes were: CFI= 0.935, NFI= 0.883, IFI= 0.937, TLI = 0.906, GFI = 0.940. Table 3.2. Results of Confirmatory Factor Analysis (N=200) Model fit indices 1. Job content plateau 2. Career Commitment 3. Self-efficacy. χ². df. χ²/df. RMSEA. 15.179 99.609 62.467. 8 48 31. 1.965 2.075 2.015. .070 .074 .071. CFI. NFI. IFI. TLI. GFI. .985 .970 .985 .972 .976 .949 .908 .950 .930 .926 .935 .883 .937 .906 .940. Data Analysis The data of this research analyzed by using the SPSS 18.0 and AMOS 18.0. Confirmatory factor analysis, Sample descriptive statistics, correlation analysis, and hierarchical regression analysis were employed in this study. Each process of data analysis was clearly listed below:. 26.

(34) Sample Descriptive Statistics Sample descriptive statistics were applied to analyze the valid sample and demographic information. Sample characteristics were divided into individual level and organization level. In individual level, there were age, work experience, gender, education level, major, and year salary in questionnaires. In organization level, there were job category, company category, industry, and job position in questionnaires. These sample characteristics were described by frequency and percentage.. Correlation Analysis Pearson coefficient correlation were adopted to investigate the correlation among those variables in order to understand the correlation among control variables, job content plateau, career commitment, and self-efficacy,. Hierarchical Regression Analysis Hierarchical regression analysis would be to test the relationships and significant level among control variables, job content plateau, career commitment, and self-efficacy. In addition, according to Baron and Kenny (1986), moderating effect was tested by hierarchical regression analysis.. 27.

(35) CHAPTER IV FINGDING AND DISCUSSIONS In this chapter, the result of data analysis would be respectively introduced including sample descriptive statistics, correlation analysis, and hierarchical regression analysis.. Sample Descriptive Statistics 10 items had been chosen as the demographic information items in questionnaires. The demographic information included age, work experience, gender, education level, major, job category, company category, industry, year salary, and job position. The demographic information which divided into personal-related level and job-related level were shown in Table 4.1 and Table 4.2. In personal-related level, most of respondents aged from 31 to 40 (47%). Regarding work experience, most of respondents had between 11 to 20 work experiences (44.5%). In addition, 60.5% of respondents were male. For the education level, the respondents mainly had bachelor degree (72.5%). Besides, most of respondents’ major were related to management and economics (48.5%). For the year salary, interval of 500,001 to 750,000 NT dollars (25%) occupied most percentage of sample. In job-related level, concerning job category, 77.5% of respondents’ job categorized as business service. Also, respondents mainly from local company (82%). For the industry, respondents mainly work in financial and insurance (19.5 %). Besides, 34.5% of respondents were middle level manager.. 28.

(36) Table 4.1. Sample’s Demographics (n=200) (personal-related level) Items. Frequency. Percentage. Age Under 30 years 31-40 41-50 Over 51. 25 94 63 18. 12.5 47 31.5 9. Work experience 1-5 years 6-10 11-20. 20 40 89. 10 22 44.5. 51. 25.5. Gender Male Female. 121 79. 60.5 39.5. Education level Specialized school Bachelor Master and PhD. 38 145 17. 19 72.5 8.5. 6. 3. 1 5 1. 0.5 2.5 0.5. 11. 5.5. Sports and entertainment International law and politics Social Science Psychology and cognition. 1 4 12. 0.5 2 6. 2. 1. Management and economics. 97. 48.5. Science ( e.g. math, physics, and chemistry) Electronics and information science Engineering Agricultural / Forestry/ Fishery/ Husbandry. 3 17 24. 1.5 8.5 12. 2. 1. Biology. 3. 1.5. Medicine. 11. 5.5. Over 21. Major Literature / History / philosophy Region research Art Culture heritage Architecture and design. (continued) 29.

(37) Table 4.1. (continued) Items. Frequency. Percentage. Year salary (NT dollars) Under 250,000 250,001-500,000 500,001-750,000 750,001-1,000,000 1,000,001-1,250,000. 5 31 50 40 32. 2.5 15.5 25 20 16. 1,250,001-1,500,000 Over 1,500,000 Missing. 14 26 2. 7 13 1. Frequency. Percentage. 1. 0.5. 23 12 3 155 2. 11.5 6 1.5 77.5 1. 3 1. 1.5 0.5. 164 26. 82 13. 7 3. 3.5 1.5. Industry Wholesale and retail trade / Direct selling establishments. 10. 5. Education related Information and communication / Broadcasting Sports and recreation General service Semi-conductors / Software / Electronic products related. 14 4 7 12 30. 7 2 3.5 6 15. Manufacturing. 36. 18. Table 4.2. Sample’s demographics (n=200) (Job-related level) Items Job category Agricultural / Forestry / Fishery / Husbandry Public officer Professionals (e.g. doctor, lawyer, and accouter) Free lancer Business service Retirement Job seeking or in school Missing Company category Local Foreign Chinese-foreign joint venture Missing. (continued) 30.

(38) Table 4.2. (continued) Items Agriculture/ Forestry/ Fishing /Animal husbandry / Natural resource Transportation and storage Political organizations / Religious organizations / Social work organization Financial and insurance. Frequency. Percentage. 3. 1.5. 5. 2.5. 4. 2. 39. 19.5. Legal / Accounting / Consultancy / Scientific research and development / Design Construction and real estate related Human health and cleaning activities. 8. 4. 14 11. 7 5.5. Accommodation and food service Missing. 2 1. 1 0.5. 60 35. 30 17.5. 69 36. 34.5 18. Job position Employee First line manager Middle level manager High level manager. Correlation Analysis The correlation analysis was conducted to examine the correlations among control variables, job content plateau, career commitment, career identity, career planning, career resilience, and self-efficacy. The mean, standard deviation, reliabilities, and correlation values were shown in Table 4.3. The mean of job content plateau was 2.22, and the standard deviation was 0.57. The mean of career commitment and sub dimensions was ranged from 4.04 to 5.37, and standard deviation was ranged from 0.84 to 1.20. The mean of self-efficacy was 3.76, and the standard deviation was 0.38. The job content plateau was significantly negative related to career commitment (r = 0.27, p < 0.01). Regarding four dimensions of career commitment, career identity (r = - 0.40, p < 0.01) and career planning (r = - 0.20, p < 0.01) were significantly negative related to job content plateau. Job content plateau was significantly negative related to self-efficacy(r = 31.

(39) 0.19, p < 0.01). Career commitment was significantly positive relate to career identity(r = 0.75, p < 0.01), career planning(r = 0.79, p < 0.01), and career resilience (r = 0.77, p < 0.01).. 32.

(40) Table 4.3. Descriptive Statistics and Correlations (n=200) Variable. Mean. S.D.. 1. Age. 39.75. 8.09. 2 3 4. Work experience Year salary Job content plateau. 15.65 4.06 2.22. 5 6 7. Career commitment Career identity Career planning. 8 9. Career resilience Self-efficacy. 4. 1. 2. 3. 5. 6. 7. 7.77 1.66 0.57. .92** .49** -.03. .51** -.03. -.14*. (.83). 4.75 5.37 4.85. 0.84 0.90 1.17. .16* .15* .10. .21** .16* .14. .17* .12 .21**. -.27** -.40** -.20**. (.85) .75** .79**. (.77) .45**. (.82). 4.04 3.76. 1.20 0.38. .14 .04. .17* .05. .07 .06. -.08 -.19**. .77** .14. .38** .12. .34** .16*. 8. 9. (.82) .04. (.80). Note:* p < .05. ** p < .01. Cronbach's alpha are in parentheses. Year salary (1 = Under 250,000; 2 = 250,001-500,000; 3 = 500,001-750,000; 4 = 750,001-1,000,000; 5 = 1,000,001-1,250,000; 6 = 1,250,001-1,500,000; 7 = Over 1,500,000 NT dollars).. 33.

(41) Hierarchical Regression Analysis Hypotheses were tested by using the hierarchical regression analysis. Age, work experience, and year salary were chosen as control variables.. Job Content Plateau and Career Commitment Hypothesis 1 predicted that job content plateau was negatively related to career commitment. The effects of job content plateau on career commitment variables are presented in Table 4.3. In the Model 1, we added the control variables into the first step. Then, we added the job content plateau into Model 2. As predicted, there is a significant and negative relationship between job content plateau and career commitment (β = -.26, t =-3.81***, p< 0.001). After adding job content plateau into second step, the job content plateau increased seven percentage of the explained variance in career commitment (adjusted R2= .10, ∆R2= .07, F = 6.55, ∆F = 14.52, p< 0.001). The Model 2 was significant. Therefore, business students with higher job content plateau are inclined to have lower career commitment. This result supported for the Hypothesis 1. Regarding sub dimensions of career commitment, hypothesis 1a stated that there is a significantly negative relationship between job content plateau and career identity. As shown in Table 4.4, we added the control variables into the first step in the model 1. Then, we added the job content plateau into model 2. As predicted, there is a significantly negative relationship between job content plateau and career identity (β = -.39, t =-5.95***, p< 0.001). After adding job content plateau into second step, the job content plateau increased 15 percentage of the explained variance in career commitment (adjusted R2= .16, ∆R2= .15, F = 10.43, ∆F = 35.40, p< 0.001). The Model 2 was significant. Therefore, business students with higher job content plateau are inclined to have lower career identity. Hypothesis 1b stated that there is a significantly negative relationship between job content plateau and career planning. In Model 1, control variables were added into the first step. Then, we added the job content plateau into Model 2. As predicted, there is a significantly negative 34.

(42) relationship between job content plateau and career planning (β = -.18, t =-2.56*, p< 0.05). After adding job content plateau into second step, the job content plateau increased three percentage of the explained variance in career commitment (adjusted R2= .07, ∆R2= .03, F = 4.44, ∆F = 6.58, p< 0.05). The Model 2 was significant. Therefore, business students with higher job content plateau are inclined to have lower career planning. However, Hypothesis 1c stated that there is a significantly negative relationship between job content plateau and career resilience. However, the results were not supported (β = -.08, t =-1.09, p > 0.1). There is no significantly negative relationship between job content plateau and career resilience. Table 4.4 Hierarchical Regression Results for Job Content Plateau and Career Commitment. (n=200) Model 1 Model 2 Variables Step 1: Control variables Age Work Experience Year Salary Step 2: Main Effect Job Content Plateau R2 Adj. R2 ∆R2 F ∆F. β. β. -.20 .34+ .09. -.20 .36* .05. .05 .04. -.26*** .12 .10. 3.64*. Notes: + p < .10. * p < .05. ** p < .01. *** p < .001.. 35. .07 6.55*** 14.52***.

(43) Table 4.5. Hierarchical Regression Results for Job Content Plateau, Career Identity, Career Planning, and Career Resilience. (n=200) Career identity Career planning Career resilience Variables Step 1: Control variables Age Work Experience Year Salary. Model 1. Model 2. Model 3. Model 4. Model 5. Model 6. β. β. β. β. β. β. -.00. .00. -.25. -.25. -.17. -.17. .28 .16+. +. .35+ -.04. .14 .05. .16 -.03. .27 .19*. .34 -.02. Step 2: Main Effects Job Content Plateau. -.39***. -.18*. -.08. R2 Adj. R2 ∆R2. .03 .01. .18 .16 .15. .05 .04. .08 .07 .03. .04 .02. .04 .02 .01. F ∆F. 1.78. 10.43*** 35.40***. 3.63*. 4.44** 6.58*. 2.37+. 2.08+ 1.20. Notes: + p < .10. * p < .05. ** p < .01. *** p < .001.. The Moderation Effect In this study, we hypothesized that self-efficacy has the moderating effect on the relationship between job content plateau and career commitment. Further, we also predicted that sub dimensions of career commitment had the interaction effect. The results of hierarchical regression were shown in Table 4.5. In the Model 1, the control variables were added into the first step. Then, in second main effect step, job content plateau and self-efficacy were added into Model 2. In third step, the interaction effect of job content plateau and self-efficacy was added into the Model 3. As predicated, self-efficacy negatively moderated the influence of job content plateau on career commitment (β = -.22, t =-3.19**, p< 0.01) (Kleinbanum, Kupper, & Muller, 1998). Their interaction term account for seven percent of the explained variance in career commitment (adjusted R2= .14, ∆R2= .04, F = 6.48, ∆F = 10.16, p< 0.01). A clear picture of the form of the interaction for Hypothesis 2 can be 36.

(44) obtained by examining the plotted interaction in Figure 4.1, the plot of the interaction term showed that job content plateau was related to career commitment for high self-efficacy (Aiken & West, 1991). On the contrary, the flat slope showed that job content plateau affected career commitment slightly for the group with low self-efficacy. Therefore, business students have more self-efficacy will strength the relationship between job content plateau and career commitment. Equally, when business students have less self-efficacy will weaken the relationship between job content plateau and career commitment. Hypothesis 2 was supported. Table 4.6. Hierarchical Regression for the Moderating Effect of Self-efficacy on the Relationship between Job Content Plateau and Career Commitment. (n=200) Model 1 Model 2 Model 3 Variables Step 1: Control variables Age Work Experience Year Salary. β. β. β. -.20 .34+ .09. -.19 .35+ .05. -.23 .39* .05. -.25** .08. -.29*** .06. Step 2: Main Effects Job Content Plateau Self-efficacy Step 3: Interaction Self-efficacy x Job content plateau R2 Adj. R2 ∆R2 F ∆F. -.22** .05 .04. .13 .10. .17 .14. 3.64*. .07 5.49*** 7.87**. .04 6.48*** 10.16**. Notes: + p < .10. * p < .05. ** p < .01. *** p < .001.. 37.

(45) Figure 4.1. The Interaction Effect of Self-efficacy and Job Content Plateau on Career Commitment In our hypotheses, we also predicted that the interaction of job content plateau and self-efficacy had moderating effect on three sub dimensions of career commitment. As shown in Table 4.6, the hieratical regression result of each dimensions. The interaction of job content plateau and self-efficacy had moderating effect on career identity (β = -.14, t =-2.03*, p < 0.05). The increasing amount of explained variance and the Model 3 were significant (adjusted R2= .17, ∆R2= .01, F =7.78, ∆F = 4.12, p< 0.01). Higher self-efficacy strengths the relationship between job content plateau and career identity. Therefore, business students have more self-efficacy will strength the relationship between job content plateau and career identity. Equally, when business students have less self-efficacy will weaken the relationship between job content plateau and career identity. Hypothesis 2a was supported. Hypothesis 2b predicted that self-efficacy moderates relationship between job content plateau and career planning. In Table 4.6, the interaction of job content plateau and self-efficacy had moderating effect on career planning (β = -.19, t = -2.80**, p< 0.01). The increasing amount of explained variance and the Model 3 were significant (adjusted R2= .11, ∆R2= .04, F =4.89, ∆F = 7.84, p< 0.01). Higher self-efficacy strengths the relationship between job content plateau and 38.

(46) career planning. Therefore, business students have more self-efficacy will strength the relationship between job content plateau and career planning. Equally, when business students have less self-efficacy will weaken the relationship between job content plateau and career planning. Hypothesis 2b was supported. Hypothesis 2c predicted that self-efficacy moderates relationship between job content plateau and career resilience. In Table 4.6, the interaction of job content plateau and self-efficacy had moderating effect on career resilience (β = -.16, t =-2.26*, p< 0.05). The increasing amount of explained variance and the Model 3 were significant (adjusted R2= .04, ∆R2= .03, F =2.27, ∆F = 5.10, p< 0.5). Higher self-efficacy strengths the relationship between job content plateau and career resilience. Therefore, business students have more self-efficacy will strength the relationship between job content plateau and career resilience. Equally, when business students have less self-efficacy will weaken the relationship between job content plateau and career resilience. Hypothesis 2c was supported. As shown in Figure 4.1, the result shows that for those people with high self-efficacy, job content plateau was strongly related to career identity, career planning, and career resilience. Whereas for those with low self-efficacy, job content plateau was weekly related to career identity, career planning, and career resilience. The purpose of this study was to examine the relationships among job content plateau, self-efficacy and career commitment. The results supported Hypothesis 1 and Hypothesis 2, there was a significantly negative relationship between job content plateau and career commitment. Also, self-efficacy moderated the relationship between job content plateau and career commitment. However, Hypothesis 1c was not satisfied.. 39.

(47) Table 4.7. Hierarchical Regression for the Moderating Effect of Self-efficacy on the Relationship among Job Content Plateau, Career Identity, Career Planning, and Career Resilience. Career identity Career planning Career resilience Variables. Model 1. Model 2. Model 3. Model 4. Model 5. Model 6. Model 7. Model 8. Model 9. β. Β. β. β. β. β. β. β. β. -.00 .14 .05. .00 .16 -.03. -.02 .19 -.02. -.25 .27 .19*. -.25 .27 .16+. -.27 .31+ .16*. -.17 .34+ -.02. -.17 .35+ -.04. -.19 .38* -.03. -.39***. -.41***. -.16*. -.19**. -.08. -.11. .10. .02. .00. Step 1: Control variables Age Work Experience Year Salary Step 2: Main Effects Job Content Plateau Self-efficacy. .04. Step 3: Interaction Self-efficacy x Job content plateau R2 Adj. R2 ∆R2 F ∆F. +. .03. .12. -.14* .03 .01. .18 .16. .20 .17. 1.78. .15 8.37*** 17.79***. .02 7.78*** 4.12*. -.19** .05 .04. .10 .07. .13 .11. 3.63*. .05 4.15** 4.74*. .04 4.89*** 7.84**. Notes: + p < .10. * p < .05. ** p < .01. *** p < .001. 40. -.16* .04 .02 2.37. +. .04 .02. .07 .04. .01 1.66 0.62. .03 2.27* 5.10*.