HRM Group Assinment Final

8/2/2019 HRM Group Assinment Final

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TABLE OF CONTENTS

Page No

Table of Content 1

List of Table 2

1. Abstract 3

2. Objective of the Assignment 4

3. What is carrier plateau? 4

4. Comparative analysis of two articles 5

4.1 Purpose of the Article 5

4.2 Data collection & Method 6

4.3 Hypothesis 7

4.4 Measures of Perceived Career Plateau 8

4.5 Criteria measurement 9

4.6. Analysis of Both Articles 11

6. Discussion and Conclusion 12

GROUP ASSIGNMENT ON HRM Page 1


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List of Table

Page No

Table 1 - Comparison purpose of Two Article 5

Table 2 - Comparison Data Collection Method of Two Articles 6

Table 3 - Comparison Hypothesis of Two Article 7

Table 4 - Measures of Perceived Career Plateau 8

Table 5 - Criteria measurement of provided article 9

Table 6 - Criteria measurement of downloaded article 10

Table 7 - Analysis of Provided Article 11

Table 8 - Analysis of Downloaded Article 11

Table 9 - Hypothesis and results analysis ofdown loaded article 12-

13

Table 10 - Hypothesis and results analysis ofprovided article 13-

14



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1. Abstract

As the fulfillment of the Human Resources Management group assignment we are provided

one article on, The effect of perceived carrier plateau on employees attitudes (Herein after

referred as provided article) and we have to downloaded a article which is some what related

to the given article in the class. Subject on the down loaded article is Carrier plateau and work

attitudes: Moderating effects of mentoring with Nigerian employees (Herein after referred as

Downloaded article).

Both articles are discussing on career plateau on employees and work attitudes. Our objective

isto comparatively analyze the above two research Articles.

Abstract of Provided article

The purpose of this study is to examine the effects of perceived career plateau on

job satisfaction and organizational commitment and the moderating effects of

career motivation and perceived supervisor support on the relationships between

perceived career plateau and the two dependent variables. Data has collected from

209 white-collar employees who are more than 30 years old and who come from a wide variety

of organizations. The results of this study show that perceived career plateau is negatively

correlated with job satisfaction and organizational commitment. The results of hierarchical

multiple regression analyses indicate that career motivation plays a significant moderating role

only on the relationship between perceived career plateau and organizational commitment

Abstract of down loaded article

In the study examined the relation of career plateau to job satisfaction, to organizational

commitment, and turnover intentions and the moderating effects of mentoring on the

relationships between career plateau and the three dependent variables. Data were collected

from, 280 government employees in Nigeria who were more than 30 years old and came from

a wide variety of organizations.

Results of this study showed that,

Career plateau was negatively correlated with,

Job satisfaction

Organizational commitment



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Positively correlated with,

Turnover intentions.

2. Objective of the Assignment

In order to read and understand the articles provided in the class room and down loaded from

the internet, our assignment objective is to comparatively analyze the two research Articles in

the following subjects respectively,

1. The effect of perceived carrier plateau on employees attitudes

2. Carrier plateau and work attitudes : Moderating effects of mentoring with

Nigerian employees

3. What is carrier plateau?

Career plateau is the point in a career where the likelihood of additional hierarchical promotion

is very low or high point in once career where the probability of motivation to progress is low.

In other words it is a point in the career of an employee where the possibility of vertical

promotion within the official hierarchy becomes very low or absent altogether. When faced

with someone on a career plateau, the employers must seek for opportunities for lateral growth

that exist for the concerned employee. Then, he or she needs to select and present acceptable

options to keep the trapped employee engaged and on the move.



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4. Comparative analysis of two articles

4.1 Purpose of the Article

The following table used for the comparison purpose of provided article and downloaded

article, according to the purpose of the two articles both are most similar, but provided article

examine the moderating effects of career motivation and perceived supervisor

support on the relationships between perceived career plateau and downloaded

article examine turnover intentions and the moderating effects of mentoring on the

relationships between career plateau.

Table 1 - comparison purpose of Two Article

Provided article Down Loaded articleThe purpose of this study is to examine

the effects of perceived career plateau

on job satisfaction and organizational

commitment and the moderating

effects of career motivation and

perceived supervisor support on the

relationships between perceived career

plateau and the two dependent

variables

This study examined the relation of career plateau to job satisfaction, to organizational

commitment, and turnover intentions and the

moderating effects of mentoring on the

relationships between career plateau and the

three dependent variables.

Source :- Reading two articles

Similarities of Purposes

The purpose of both articles is to study the effects of perceived career plateau to

Job satisfaction


Turnover intentions.

Differences of Purposes

The moderating effects of mentoring on the relationships between career plateau and the three

dependent variables

Job satisfaction,



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Turnover intentions

4.2 Data collection & Method

Table 2 - Comparison Data Collection Method of Two Articles

Provided article Down Loaded article

Data are collected from 209 white-collar

employees who are more than 30 years old

and who come from a wide variety of

organizations

Data were collected from, 280 government

employees in Nigeria who were more than 30

years old and came from a wide variety of

organizations


Similarities of Data Collection

In both articles data were collected from a sample of more than 200 both male and female

employees working in variety of organizations. In addition to that age groups involved in both

articles are over 30 years of age.

Differences of Data Collection

In downloaded article the sample of employees were in the,

Staff level

Middle level

Management and senior management levels.

Whereas in provided article the sample of employees were in the category of white-collar



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4.3 Hypothesis

Table 3 - comparison Hypothesis of Two Articles


H 1: Career plateau will be negatively related to

(a) job satisfaction and

(b) Organizational commitment.

H 1: Career plateau will be negatively related to

(a) Job satisfaction and


H 2: Career motivation will moderate the relationships

between perceived career plateau and job satisfaction

and organizational commitment.

(a).The negative relationship between perceived career

plateau and job satisfaction will be weaker among

employees with the higher levels of career motivation.

(b).The negative relationship between perceived career

plateau and organizational commitment will be weaker

among employees with the higher levels of career

motivation.

H 2: Career plateau will be positively related to

intentions to turnover.

H 3: Perceived supervisor support will moderate the

relationships between perceived career plateau and job

satisfaction and organizational commitment.

(a) The negative relationship between perceived career

plateau and job satisfaction will be weaker among

employees who receive more supervisor support.

(b). The negative relationship between perceived

career plateau and organizational commitment will be

weaker among employees who receive more

supervisor support.

H 3: Mentoring will be positively related to,

(a) job satisfaction, and


H 4: Mentoring will be negatively related to

intentions to turnover.

H 5:Mentoring will moderate the relationship

between career plateau and,

(a) Job satisfaction,

(b) Organizational commitment and

(c) Intentions to turnover.



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Source: - Reading two articles

Similarities of Hypothesis

According to both articles Hypothesis Career plateau will be negatively related to

(a) Job satisfaction and


Differences of Hypothesis

In the downloaded article it was discussed on Mentoring which will moderate the relationship

between career plateau and,

Job satisfaction,

Organizational commitment and

Intentions to turnover.

4.4 Measures of Perceived Career Plateau

Table 4 - Measures of Perceived Career Plateau


Career plateau has been measured

objectively and subjectively.

Career plateau has been measured

objectively and subjectively.Objective measures include age,

tenure, or time since last promotion

Demographic information was obtained from

the participants through a form that requested

for their ages in years (ordinal data), gender

job position, Level of Education their present

job title to get their tenure.


The above table has used to compare the measure of perceived career plateau of tow articles

provided and downloaded. According to the table measures are most similar for both reports.



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4.5 Criteria measurement

Table 5 - Criteria measurement of provided article

Criteria Measured Cronbach

alpha

Cronbach

alpha for

this scale

A sample item included

Perceived career

plateau

5-point rating

scale

0.73 0.86 I have now come to an end where

promotion to higher level position

is not possible in this company.

Career Motivation career insight

subscale of

the Career

motivationScale

.82 To what extent do you have a

specific career goal? was modified

into I have a clear career goal.

Perceived

supervisor support

8-item

subscale from

the Mentor

Role Scale

.88 .96 My supervisor recognizes my

weakness and strengths and helps

me to develop my talents, and

My supervisor provides me with

advice and opportunities to

continuously develop myself.

Job satisfaction 3-item scale .86 , I am generally satisfied with my

job.

Organizational

commitment

attitude

commitment

component,

consisting of

eight items

.87 .88 I really feel as if this

organizations problems are my

own.


Table 6 - Criteria measurement of downloaded article



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Criteria Measured Cronbach

alpha

Cronbachalpha

forthisscale

A sample item included

Carrier plateau on a five-point

scale ranging

from Strongly

Disagree= 1 to

Strongly Agree

=5

0.87 0.86 responses that ranged from Strongly

Disagree=1 to Strongly Agree = 5

Mentoring

Provided

Five items were

used to assess

career related

mentoring

0.83 0.75 Those who did not indicate mentoring

experience skipped this section

Job satisfaction Job satisfaction

was measured

by three-item

scale

0.85 responses that ranged from Strongly


Organizational

Commitment

Organizational

commitment

was measured

with the attitude

commitment

component,

consisting of

eight items

0.84 responses that ranged from Strongly


Turnoverintentions

Four items weredeveloped

0.86 responses that ranged from StronglyDisagree=1 to Strongly Agree = 5


The above two tables shows the, measure of each variables, normal Cronbach alpha of each

variables, actual variables Cronbach alpha of two articles, and sample item included



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to the form of each articles. Some normal cronbach values were not provided it is

assumed as 0.60

4.6 Analysis of Both Articles

Table 7 - Analysis of Provided Article

Analysis Method To examineCorrelation Intercorelations among all the

variables included in this studyFour separate hierarchical regression

analyses

Moderating effects of career

motivation and perceived

supervisor support on the

relationships between perceived

career plateau and the two dependentvariables


Table 8 - Analysis of Downloaded Article

Analysis Method To examineCorrelation Intercorelations among all the

variables included in this study

Hierarchical regression analyses Moderating effect of mentoring

on the relationship between

perceived career plateau and the

three dependent variablesSource: - Reading two articles

According to the above two tables both are most similar, in the provided article examine the

career motivation and perceived supervisor support on the relationship but downloaded article

examine mentoring on the relationship.



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6. Discussion and Conclusion

The provided article on The effect of perceived carrier plateau on employees attitudes

examines the relation of perceived career plateau to job satisfaction and

organizational commitment and the moderating effects of career

motivation and perceived supervisor support on the relationships between

perceived career plateau and the two dependent variables. The results of

this study show that perceived career plateau is negatively correlated with

job satisfaction and organizational commitment. The results of hierarchical

multiple regression analyses indicate that career motivation plays a

significant moderating role only on the relationship between perceived

career plateau and organizational commitment. Perceived supervisor

support moderates the relationships between perceived career plateau and

the two dependent variables.

The downloaded examined the relation of career plateauing to job

satisfaction, to organizational commitment, and turnover intentions and the

moderating effects of mentoring on the relationships between career

plateauing and the three dependent variables. Results of this study showed

that career plateauing was negatively correlated with job satisfaction and

organizational commitment and positively correlated with turnoverintentions. Hierarchical multiple regression analyses indicated that

mentoring played significant moderating role on the relationships between

career plateauing and job satisfaction and turnover intentions. The

following two table are used to show the hypothesis and results analysis

Table 9 - Hypothesis and results analysis ofDown loaded article

H 1: Career plateau will be negatively

related to (a) job satisfaction and (b)organizationalcommitment

Results on Table 1 indicated that job content

plateauing was negatively related to jobsatisfaction (r=-.26, p


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H 2: Career plateau will be positively relatedto intentions to turnover.

Hypothesis 2 predicted a positiverelationship between career plateauing andturnover intentions. Job content plateauingwas positively related to turnover intentions(r=.32, p


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commitment.

Hypothesis 2a. The negative relationship between

perceived career plateau and

job satisfaction will be weaker among employees

with the higher levels of

career motivation.

Hypothesis 2b. The negative relationship betweenperceived career plateau and

organizational commitment will be weaker among

employees with the higher

levels of career motivation.

of the dependent variables

(33% for job satisfaction and 28% for organizational

commitment).Step 3 significantly increased only the explained

variance of organizational commitment (2%). Thus

Hypothesis 2

was partly supported.

The high and low subgroups were formed by using

scores that fell one standard

deviation above or below the mean of career

motivation, respectively.

The negative relationship between perceived career

plateau and organizational

commitment was considerably weaker for the high

career motivation

group, supporting Hypothesis 2b.

Hypothesis 3. Perceived supervisor support will

moderate the relationships betweenperceived career plateau and job satisfaction and

organizational commitment.

Hypothesis 3a. The negative relationship between


job satisfaction will be weaker among employees

who receive more supervisorsupport.

Hypothesis 3b. The negative relationship between

perceived career plateau andorganizational commitment will be weaker among

employees who receive more

supervisor support.

Table 3, Step 1, the inclusion of

perceived career plateau and perceived supervisorsupport into the regression

equationsStep 2 significantly increased the explained variance

of the dependent variables (45% for job satisfaction

and 42% for organizational

commitment)Step 3 significantly

increased the explained variance of the twodependent variables (2% for job satisfaction and 4%

for organizational commitment). Thus, Hypothesis 3was

fully supported.

Finally regression lines between perceived careerplateau and each of the dependent variables

were drawn at the high and low levels of the

perceived supervisor supportvariable. The negative relationships between


each of the two dependent variables were

significantly weaker for the high

level of subgroup, supporting Hypotheses 3a and 3b.



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HRM Group Assinment Final