TABLE OF CONTENTS Page No Table of Content List of Table 1. Abstract 2. Objective of the Assignment 3. What is carrier plateau? 4.

Comparative analysis of two articles 4.1 Purpose of the Article 4.2 Data collection & Method 4.3 Hypothesis 7 1 2 3 4 4 5 5 6

4.4 Measures of Perceived Career Plateau

4.5 Criteria measurement 4.6. Analysis of Both Articles 6. Discussion and Conclusion 9 11 12

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List of Table Page No Table 1 - Comparison purpose of Two Article Table 2 - Comparison Data Collection Method of Two Articles Table 3 - Comparison Hypothesis of Two Article Table 4 - Measures of Perceived Career Plateau Table 5 - Criteria measurement of provided article Table 6 - Criteria measurement of downloaded article Table 7 - Analysis of Provided Article Table 8 - Analysis of Downloaded Article Table 9 - Hypothesis and results analysis of down loaded article 13 Table 10 - Hypothesis and results analysis of provided article 14 139 10 11 11 125 6 7 8

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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 is to 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 Page 3

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Positively correlated with, 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. Turnover intentions.

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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 article
The purpose of this study is to examine This study examined the relation of career the effects of perceived career plateau plateau to job satisfaction, to organizational on job satisfaction and organizational commitment, and turnover intentions and the commitment and the moderating moderating effects of mentoring on the effects of career motivation and perceived supervisor support on the relationships between perceived career plateau variables and the two dependent

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 Organizational commitment 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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Organizational commitment 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 Data were collected from, 280 government employees who are more than 30 years old employees in Nigeria who were more than 30 and who come from a wide variety of years old and came from a wide variety of organizations Source :- Reading two articles 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. organizations

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

Provided article H 1: Career plateau will be negatively related to (a) job satisfaction and (b) Organizational commitment. Down Loaded article H 1: Career plateau will be negatively related to (a) Job satisfaction and (b) Organizational commitment.

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

H 3: Mentoring will be positively related to, (a) job satisfaction, and (b) Organizational commitment. H 4: Mentoring will be negatively related to intentions to turnover. H 5:Mentoring will moderate the relationship between career plateau and,

career plateau and organizational commitment will be (a) Job satisfaction, weaker among employees who receive more (b) Organizational commitment and supervisor support. (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 (b) Organizational commitment. 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 Provided article Down Loaded article Career plateau has been measured Career plateau has been measured objectively and subjectively. Objective measures include objectively and subjectively. age, 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. Source: - Reading two articles 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.

tenure, or time since last promotion

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4.5 Criteria measurement Table 5 - Criteria measurement of provided article

Criteria Perceived career plateau Career Motivation Measured 5-point rating scale career insight subscale of the Career motivation Perceived supervisor support Scale 8-item subscale from the Mentor Role Scale .88 .96 My supervisor recognizes my .82 Cronbach alpha 0.73 Cronbach alpha for this scale 0.86 A sample item included I have now come to an end where promotion to higher level position is not possible in this company. To what extent do you have a specific career goal? was modified into I have a clear career goal.

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.

Source: - Reading two articles

Table 6 - Criteria measurement of downloaded article

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Cronbach

Criteria

Measured

Cronbach alpha for this scale

A sample item included

Carrier plateau

on a five-point scale ranging from Strongly Disagree= 1 to Strongly Agree =5

0.87

alpha

0.86

responses that ranged from Strongly Disagree=1 to Strongly Agree = 5

Mentoring Provided

Five items were used to assess career related mentoring Job satisfaction was measured by three-item scale Organizational commitment was measured with the attitude commitment component, consisting of eight items Four items were

0.83

0.75

Those who did not indicate mentoring experience skipped this section

Job satisfaction

0.85

responses that ranged from Strongly Disagree=1 to Strongly Agree = 5

Organizational Commitment

0.84

responses that ranged from Strongly Disagree=1 to Strongly Agree = 5

Turnover

0.86

responses that ranged from Strongly Disagree=1 to Strongly Agree = 5

intentions developed Source: - Reading two articles

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
Correlation

To examine
Intercorelations among all the

variables included in this study Four separate hierarchical regression Moderating effects of career analyses motivation supervisor relationships variables and support between perceived on the perceived

career plateau and the two dependent

Source: - Reading two articles Table 8 - Analysis of Downloaded Article Analysis Method
Correlation

To examine
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 variables

Source: - 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 intentions. commitment and positively regression correlated analyses with turnover that Hierarchical multiple indicated

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 of Down loaded article
H 1: Career plateau will be negatively related to (a) job satisfaction and (b) organizational commitment Results on Table 1 indicated that job content plateauing was negatively related to job satisfaction (r=-.26, p<.05), and organisational commitment (r=-.30, p<.05). Hierarchical plateauing was significantly related to job satisfaction (r=-.25, p<.05) and Organisational Commitment (r=-.24, p<.05). Therefore, Hypothesis la-be received support.

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

Hypothesis 2 predicted a positive relationship between career plateauing and turnover intentions. Job content plateauing was positively related to turnover intentions (r=.32, p<.05). Similarly Hierarchical Plateauing was positively related to turnover intentions (r=.27, p<.05). Therefore, Hypothesis 2 received support. Hypothesis 3a-b predicted that mentoring will be sitively related to job satisfaction and organisational commitment. Results indicated that mentoring was significantly related to job satisfaction (r=.19, p<.05), organisational commitment (r=.20, p<.05) and negatively related turnover intentions (r=-.21,p<.05). Therefore, hypotheses 3 and 4 were fully supported. According to Table 2, Hypotheses 5b did not receive support.Table 3, the interaction between mentoring and job content plateauing (_=.30, p<.05) and that between mentoring and hierarchical plateauing (_=.27, p<.05) for turnover intentions were significant. To show the nature of the moderating effects of mentoring, regression lines between each career plateauing and the two dependent variables (job satisfaction and turnover intentions) were drawn at the high and lows levels of mentoring. The relationships between each career plateauing and the two dependent variables were significantly weaker for the high level mentoring group. This indicated that Hypotheses 5a & c received support.

H 3: Mentoring will be positively related to (a) job satisfaction, and (b) organizational commitment. H 4: Mentoring will be negatively related to intentions to turnover.

H 5: Mentoring will moderate the relationship between career plateauing and (a) Job satisfaction, (b) Organizational commitment and (c) intentions to turnover.

Source :- Reading two articles

Table 10 - Hypothesis and results analysis of provided article

Hypothesis 1a. Perceived career plateau will be negatively related to job satisfaction. Hypothesis 1b. Perceived career plateau will be negatively related to organizational commitment Table 1 shows the intercorrelations among the variables used in this study. Perceived career plateau was significantly related to age (r .28, p 01), . position level (r .16, p .05), and tenure (r .33, p .01). Perceived career plateau was also significantly related to job satisfaction (r -.33, p .01) and organizational commitment (r -.29, p .01), supporting Hypotheses 1a and 1b. Step 1, the inclusion of perceived career plateau and career motivation into the regression equation in Step 2 significantly increased the explained variance

Hypothesis 2. Career motivation will moderate the relationships between perceived career plateau and job satisfaction and organizational

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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 between perceived 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. Table 3, Step 1, the inclusion of perceived career plateau and perceived supervisor support into the regression equations Step 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 two dependent variables (2% for job satisfaction and 4% for organizational commitment). Thus, Hypothesis 3 was fully supported. Finally regression lines between perceived career plateau and each of the dependent variables were drawn at the high and low levels of the perceived supervisor support variable. The negative relationships between perceived career plateau and each of the two dependent variables were significantly weaker for the high level of subgroup, supporting Hypotheses 3a and 3b.

Hypothesis 3. Perceived supervisor support will moderate the relationships between perceived career plateau and job satisfaction and organizational commitment. Hypothesis 3a. The negative relationship between perceived career plateau and job satisfaction will be weaker among employees who receive more supervisor support.

Hypothesis 3b. The negative relationship between perceived career plateau and organizational commitment will be weaker among employees who receive more supervisor support.

Source :- Reading two articles

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