The Relationship of Organizational Change with Career Plateau in employees of Ilam University of Medical Sciences

Morshedi Tonekaboni, Mohammad Hassan; Taban, Mohammad

doi:10.22055/jiops.2020.31729.1158

Document Type : Research Article

Authors

¹ MA of Management, Ilam University, Ilam, Iran

² Assistant Professor, Department of Management, Ilam University, Ilam, Iran

https://doi.org/10.22055/jiops.2020.31729.1158

Abstract

Introduction
Today organizational change is one of the most important concepts in management and it is an inevitable phenomenon that organizations are confronted with. Organizations need to adapt to organizational change in order to achieve better performance. On the other hand, career plateauing is a phenomenon that is not well understood and it happens widely in organizations, causing the organizations to be temporarily or permanently affected and received significant damages. People who suffer from career plateau generally attribute career plateauing to their own inefficiencies (such as high age or years of service). According to Grabot, these individuals not only lose motivation for career advancement, but their presence in the workplace is reduced, their work output drops to a low level, and they receive less feedback from their supervisors than their co-workers. Therefore, the purpose of this study was to study the relationship between organizational changes and career plateauing.

Method
The statistical population consisted of 400 employees of Ilam University of
Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table. Instrument included two standard questionnaires of organizational change and career plateauing. The reliability of organizational change and career plateauing was 0.94 and 0.90 based on Cronbach's alpha, respectively. Data were analyzed by correlation coefficients using SPSS software (version 22).

Results
The results showed that there is a significant relationship between organizational change and career plateauing with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 with career plateau.

Discussion
Organizational change was identified as a special variable affecting the severity of stress caused by career plateau. In order to renew structures and changes in the organization environment, the issue of career plateauing is considered as a serious matter for the organizations. This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations. It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study.

Therefore, the purpose of this study is to study the relationship between organizational changes in career plateau.
Method: The statistical population consisted of 400 staff members of Ilam University of Medical Sciences who were selected by random sampling method using Kerjcie and Morgan table.This research is practical in terms of purpose and is descriptive - survey in terms of data collection. Data gathering tools included two standard questionnaires of organizational change and career plateau. Content validity was used to determine the validity of the questionnaires, and the reliability of organizational change and career plateau was 0.945 and 0.904 based on Cronbach's alpha, respectively. Data were analyzed by SPSS software (version 22).
Results: The results show that there is a significant relationship between organizational change and career plateau with a correlation coefficient of 0.767. Therefore, the emotional index has a significant relationship with the correlation coefficient of 0.702, the cognitive index with the correlation coefficient of 0.689 and the behavioral index with the correlation coefficient of 0.740 in career plateau.
Conclusion: Organizational change was identified as a special variable affecting the severity of mental stress caused by career plateau.In order to renew structures and changes in the organization environment, the issue of career plateau is considered as a serious matter for the organizations.
This research has been studied at one of the Ilam universities and should be cautious when generalizing to other organizations.
It is possible that in the original context of other research, there are concepts related to organizational change and career plateau; but during the research, no traces of their titles and keywords were found and were not used in this study.

Keywords

References

Afsharzadeh, R. A., Esmaili, M. R., & Haji Enzaei, Z. (2017). Investigating the relationship model of personality dimensions with attitude toward organizational change (case study: Athletic heads and secretaries of Tehran province). Management and Entrepreneurship Studies, 2(4),168-175. (Persian)

Arsanjani, A. (2015). The impact of collaborative management on organizational change in the ministry of culture and islamic guidance. M.A. Thesis of Psychology,Islamic Azad University of Central Tehran Branch, Tehran. (Persian)

Barwick, J. M. (1986). The plateauing trap. New York: Amacom Books.

Bazrafkan, H. (2015). The effect of job characteristics on turnover intention: The mediating role of emotional exhaustion and Job satisfaction. Journal of Industrial and Organizational Psychology Studies, 1(2), 89-100.

Dunham, R. B., & Pierce, J. L. (1989). Management. Glenview, IL: Scott Foreman.

Ebrahimi, S., & Farajpahlou, A. H. (2013). Measuring the relationship between the managers skill in change management and their attitude to change in south Iran University libraries. Studies in Library and Information Science, 20(2), 45-60.

Farazja, M., & Khademi, M. (2011). The relationship between transformational and transactional leadership styles, and the attitude towards organizational change. The Journal of Modern Thoughts in Education, 6(4), 50-69.

Fayazi, M., & Ziai, S. (2014). Explanation of the consequences of career plateau in organizations. Transformation Management Research Paper, 11(1), 73-91. (Persian)

Galavandi, H. (2016). Investigate the relationship between organizational change based on management factors with organizational performance based on BSC. Journal of Applied Sociology, 27(2), 141-156. (Persian)

Hurst, S. C., Kungu, K., & Flott, P. (2012). Stress, organizational citizenship behaviors, and coping: Comparisons among plateaued and non-plateaued employees. Business and Management Research, 1(3), 17-27.

Jiang, Z. (2017). The relationship between career adaptability and job content plateau: The mediating roles of fit perceptions. Journal of Vocational Behavior, 95, 1-10.

Khajepour, N., Beshlideh, K., & Baharlou, M. (2016). The casual relationship of psychological capital with turnover intention, Job burnout and job performance: Mediating role of job stress. Journal of Industrial and Organizational Psychology Studies, 2(2), 61-82.

Mehrabi, J., & Stirie, M. (2015). The effect of organizational cynicism on organizational change among employeesof Sepah Bank, south of Tehran. Behavioral Sciences, 6(19), 173-197. (Persian)

Miles, S., Gordon, J., & Storlie, C. (2013). Job satisfaction, perceived career plateau, and the perception of promotability: A correlational Study. The Journal of International Management Studies, 8(1), 1-9.

Millman, J. F. (1992). Causes, consequences and moderating Factors of Career plateauing. Ph.D. Thesis of Psychology, University of Southern California, California.

Mohammadpour Zarandi, H., Amir Kabiri, A., & Azimi, H. R. (2018). The role of organizational change on improving the financial and economic performance of organizations (case study: Bank city). Urban Economics and Management, 2(18), 113-125. (Persian)

Oreg, S., & Sverdlik, N. (2011). Ambivalence toward imposed change: The conflict between dispositional resistance to change and the orientation toward the change agent. Journal of Applied Psychology, 96(2), 337-349.

Rajabzade, R., Lesani, M., & Motahharinejad, H. (2016). The relationship between teachers’ perceptions towards instructional leadership behaviors of their principals and teachers’ attitudes towards change and Their Effectiveness. Educational Leadership and Management Research, 2(5), 149-176. (Persian)

Rashidi, F. (2004). Investigating the Relationship between Islamic Work Ethics, Organizational Commitment, and Attitude toward Organizational Change among Managers. M.A. Thesis of Psychology, Shiraz University, Shiraz. (Persian)

Saleh Ardestani, A., & Seyed Naghavi, M. R. (2016). Study of the relationship between career plateauing, organizational indifference and employees tendency to quit jobs. Management Researches, 9(31), 145-160. (Persian)

Sepahvand, R., & Zare, F. (2017). The role of organizational awareness on organizational trauma with regard to the role of mediator of managerial political intelligence. Resource Management Research, 7(4), 95-113. (Persian)

Shariatnejad, A., Esmaeili, M. R., & Arefnejad, M. (2017). Identification and prioritization of factors creating fallout factors in government organizations using the fuzzy delphi method. Process Development & Management, 29(4), 145-166. (Persian)

Tabarsa, G. A., Rezaeian, A., Hadi Zadeh, A., & Jamali, A. (2014). Designing and explaining the pattern of occupational flood management in Iranian organizations. Quarterly Journal of Management of Governmental Organizations, 3(9), 89-103. (Persian)

Vakola, M. (2016). The reasons behind change recipients behavioral reactions: A longitudinal investigation. Journal of Managerial Psychology, 31(1), 202-215.

The Relationship of Organizational Change with Career Plateau in employees of Ilam University of Medical Sciences

References

References

Volume 7, Issue 1June 2020Pages 109-122

Volume 7, Issue 1
June 2020
Pages 109-122