Effects of Career Plateauing on Turnover A Test of a Model

Sharon Gibson Heilmann · Daniel T. Holt · Christine Y. Rilovick

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

Abstract

Completed questionnaires from 223 organizational members were analyzed to test the extent to which career plateaus were positively associated with intentions to leave and that structure and content plateaus explained unique variation in turnover intentions after considering job satisfaction, organizational commitment, job search behavior, and several demographic characteristics. Findings supported both of these hypotheses. The authors also found that career plateaus influenced turnover intentions differently than job satisfaction and commitment in that plateaus directly influenced intentions rather than being mediated through job search behaviors.

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