人才是企業維持競爭優勢的關鍵因素。自80年代後，因應內外在環境變化，組織再造與精簡改變型態，組織中能夠晉升的職位則相對性減少，間接讓員工產生在組織內發展受限的感受，出現職涯停滯(career plateau)的現象。然而，高績效工作系統現今被視為一整套系統性的人力資源管理，幾乎包含所有各種類型的最佳管理實務。因此，本研究試圖探討職涯停滯之前因變項與後果變項，包含高績效工作系統與職涯停滯是否呈現負相關，同時亦探討職涯停滯對角色績效與離職傾向之影響，並知覺主管支持是否會其產生干擾作用。
本研究透過問卷方式，針對人資主管與組織成員發放配對問卷，共計回收47組有效配對樣本，利用階層線性模式驗證本研究假設。研究結果發現： 1. 職涯停滯對角色績效具顯著負向影響；2. 職涯停滯對離職傾向具顯著正向影響；3. 知覺主管支持對職涯停滯與角色績效及離職傾向具干擾效果。
本研究提出具體管理意涵為：1. 組織應研擬員工生涯規劃之發展，以降低員工職涯停滯困境與其所造成之不良影響；2. 組織宜採取增加員工感受主管支持的方式，來減緩員工職涯停滯時可能產生的負面效益；3. 高績效工作系統僅是一套系統化制度，對於解決職涯停滯之方法，應更深入審慎評估。最後，則提出未來研究方向與限制。

關鍵詞：職涯停滯、高績效工作系統、角色績效、離職傾向、知覺主管支持

Talented people are the key factor for enterprises to maintain their competitive advantage. Since 1980s, due to the changes of internal and external environments, reorganization and simplification have become the patterns of organizations, which indicating promotion possibility in an organization has been relatively reduced. These generate the feeling of development limitation within employees and result in the phenomenon of career plateau.
However, high performance work system is regarded as a set of management system in human resources field , and it includes most types of best management practices. Therefore, this study attempts to explore antecedents and consequences of variable of the career plateau, including a negative correlation between high performance work system and career plateau as well as the impact of the career plateau on role performance and turnover intention, and whether the perceived supervisor support will be an interference effect.
In this study, pairing questionnaires are offered to executives and organizational members 47 effective matching samples are received. Hierarchical linear model is used in this study to verify the hypothesis. The results show: 1. Career plateau is negatively associated with role performance; 2. Career plateau is positively associated with the turnover intention; 3. The effect of perceived supervisor support can interfere with both career plateau and turnover intention.
The findings of this study indicate: 1. Organizations should establish career planning and development for employees in order to reduce the adverse effects of career plateau; 2. Organizations should find a method to increase employees’ perceived of supervisor support in order to reduce the negative effects of career plateau; 3. High performance work system is a systematic system. It should be assessed in depth regarding the way of solving the career plateau. Finally, suggestions for future research and the limitation of this study are also discussed.

Keywords: career plateau, high performance work system, role performance, turnover intention, perceived supervisor support

謝誌 i
摘要 ii
Abstract iii
目錄 v
圖目次 vii
表目次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題 4
第三節 研究目的 5
第四節 研究重要性 5
第二章 文獻探討 7
第一節 職涯停滯 7
第二節 高績效工作系統 20
第三節 角色績效 25
第四節 離職傾向 29
第五節 知覺主管支持 36
第三章 研究方法 39
第一節 研究架構與假設 39
第二節 研究變項的操作型定義與資料 40
第三節 資料蒐集分析方法與研究對象 51
第四章 研究結果與討論 56
第一節 相關檢定與資料分析方法 56
第二節 跨層次效果檢定 61
第三節 階層線性模式分析 64
第四節 研究主要發現 70
第五章 結論與建議 72
第一節 研究結論 72
第二節 管理意涵與研究限制 74
第三節 後續研究建議 77
參考文獻 79
一、中文文獻 79
二、英文文獻 79
附錄：調查問卷 91

一、中文文獻
朱俊淇（1999）。國民小學教師生涯發展停滯期之研究。台中師範學院國民教育研究所，未出版，台中。
邱皓政（2004）。量化研究與統計分析。台北：五南。
許竹君（2003）。高績效工作系統對組織績效影響之研究。國立成功大學企業管理研究所未出版碩士論文。

二、英文文獻
Allen, T. D., Russell, J. E. A., Poteet, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20, 1113-1137.
Allen, T., & Poteet, M. (1998). Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47(2): 159.
Andreas, N., & Gabriela, R. (2002). Effects of concepts of career plateaus on performance, work satisfaction and commitment. International Journal of Manpower, 23(8), 716-733.
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A.L. (2000). Manufacturing advantage: Why high performance work system pay off. Cornell University Press, Ithaca, NY.
Arthur, J. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.
Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minimills. Industrial Labor Relations Review, 45(3), 488-506.
Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24: 491–509.
Babin, B. J., & Boles, J. S. (1996). The effects of perceived co-worker involvement and supervisor support on service provider role stress, performance and job satisfaction. Journal of Retailing, 72(1) : 57-75.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structure equations models. Academic of Marketing Science, 16(1), pp. 76-94.
Bardwick, J. (1986). Plateaued managers. Harvard Business Review, 64(6):136-138.
Barnard, C. (1938). The Function of the Executive. Cambridge. MA: Harvard University Press.
Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good solder: The relationship between affect and employee citizenship. Academy of Management Journal, 26(4), 587-595.
Becker, B. E., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In G. R. Ferris (Ed.), Research in Personnel and Human Resource Management, 16, 53-101. Greenwich, CT: JAI Press.
Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston: Harvard Business School Press.
Becker, G. S., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
Bentler, P. M., & Bonnett, D. G. (1980). Significant tests and goodness of fit in the analysis of covariance structure. Psychological Bulletin, 88, 588-606.
Bloch, D. P. (2005). Complexity, chaos, and nonlinear dynamics: A new perspective on career development theory. The Career Development Quarterly, 53(3):194-207.
Boman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99-109.
Boxall, P., & Macky, K. (2009). Research and theory on high-performance work systems: Progressing the high-involvement stream.Human Resource Management Journal, 19(1), 3-23.
Bryk, A.S., & Raudenbush, S.W. (1992). Hierarchical Linear Models in Social and Behavioral Research: Applications and Data Analysis Methods (First Edition). Newbury Park, CA: Sage Publications.
Burke, R. J. (1989). Examining the career plateau; some preliminary findings. Psychological Report, 65:295-306.
Causon, J. (2006). Spotlight on career plateaus. Personnel Today, 4, 37-38.
Chao, G. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16(1):181.
Churchill, G. A., Ford, N. M., Hartley, S. W. (1985). The Determinants of Salesperson Performance: A Meta-Analysis. Journal of Marketing Reserch, 22(2), 103-118.
Clay, Y., Aryee, S., & Chew, I. (1995). Career plateauing: reactions and moderators among managerial and professional employees. International Journal of Human Resource Management, 6(1):61-78.
Connor, S. R., & Fielden, J. S. (1973). Rx for Managerial Shelf Sitters. Harvard Business Review, 51: 113-120.
Dalton, D. R., Todor, W. D., & Krackhardt, D. M. (1982). Turnover overstated: The functional taxonomy. Academy of Management, 7(1), 117-123.
Davenport, L. A., & Russell, J. E. A. (1994). Examining the relationships between career plateauing and job attitudes. Paper presented at the annual meeting of the Academy of Management, Dallas, Texas.
Davis, J., & Dargham, Y. (1986). The management menopause. Personnel Management, 18(3), 28-32.
Delaney, J. T., & Huselid, M. A. (1996). The impact on human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing strategic human resource management: Test of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Eisenberger, E. S., Stinglhamber, F., & Vandenberghe, C. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention, Journal of Applied Psychology, 87(3), 565-573.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71: 500–7.
Elsass, P., & Ralston, D. (1989). Individual responses to the stress of career plateauing. Journal of Management, 15(1):35.
Elsdon, R., & Iyer, S. (2000). Keeping the workers at Sun Microsystems. Human Resource Management International Digest, 8: 13-14.
Erdogan, B., Liden, R. C., & Kraimer, M. L. (2006). Justice and leader-member exchange: The moderating role of organizational culture. Academy of Management Journal, 49(2), 395-406.
Ettington, D. R. (1997). How Human Resource Practices Can Help Plateaued Managers Succeed. Human Resource Management Journal, 36(2):221-234.
Evans, M., & Gilbert, E. (1984). Plateaued managers: their need gratifications and their effort-performance expectations. Journal of Management Studies, 21(1), 99-108.
Feldman, D., & Weitz, B. (1988a). Career plateaus reconsidered. Journal of Management, 14(1):69-80.
Feldman, D., & Weitz, B. (1988b). Career plateaus in the salesforce: Understanding and removing blockages to employee growth. Journal of Personal Selling & Sales Management, 8(3):23.
Ference, T. P., Stoner, J. A. F., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2(4), 602-612.
Fey, C., Bjorkman, J., & Pavlovskaya, A. (2000). The effect of human resource management practices on firm performance in Russia. International Journal of Human Resource Management, 11, 1-18.
Foster, B., Shastri, T., & Withane, S. (2004). The impact of mentoring on career plateau and turnover intentions of management accountants. Journal of Applied Business Research, 20(4), 33-44.
Gattiker, U., & Larwood, L. (1990). Predictors for career achievement in the corporate hierarchy. Human Relations, 43(8):703-726.
George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75, 107-116.
Gerpott, T. J., Domsch, M., & Keller, R. (1987). Career orientations of industrial R&D professionals in three countries: A comparative study of West German, British, and U.S. samples. Academy of Management Proceeding.
Gittell, J. H., Seidner, R., Wimbush, J. (2010). A Relational Model of How High-Performance Work Systems Work. Organization Science, 21(2): 490-506.
Glick, W. H. (1985). Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of Management Review, 10(3): 601-616.
Gould, S., & Penley, L. (1984). Career strategies and salary progression: A Study of their relationships in a municipal bureaucracy. Organizational Behavior & Human Performance, 34(2):244-265.
Griffin, M. A., Patterson, M. G., & West, M. A. (2001). Job satisfaction and teamwork: the role of supervisor support. Journal of organizational Behavior, 22: 537-550.
Guthrie, J. P. (2001). High involvement work practices, turnover and productivity: Evidence from New Zealand. Academy of Management Journal, 44, 180-190.
Guthrie, J. P., Spell, C. S., & Nyamori, R. O. (2002). Correlates and consequences of high involvement work practices: The role of competitive strategy. The International Journal of Human Resource Management, 13(1): 183-197.
Hall, D. T., & Moss, J. E. (1998). The new protean career contract: Helping organization and employees adapt. Organizational Dynamics, winter, 22-36.
Hall, D. T. (1985). Project Work as an Antidote to Career Plateauing in a Declining Engineering Organization. Human Resource Management, 24(3): 271-292.
Hall, D. T. (1986). Career Development in Organizations. CA: Jossey Bass.
Hall, D. T., & Mirvis, P. H. (1996). The new protean career: Psychological success and the path with a hear. San Francisco: Jossey-Bass.
Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of Management, 23,723-744.
Hoque, K. (1999). Human resource management and performance in the UK hotel industry. British Journal of Industrial Relations, 37(3), 419-443.
House, J. S. (1981). Work stress and social support. Philippines: Addison-Wesley Publishing Company.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academic of Management Journal, 38(3), 635-671.
Ichniowski, C., Shaw, K., and Prennushi, G. (1997). The effects of human resource management practices on productivity: A study of steel finishing lines. The American Economic Review, 87 (3): 291-313.
Ivancevith, J. M., Defrank, R. S. (1990). Job loss: An individual level review and model. Journal of Vocational Behavior, 28: 1-20.
Kanter, R. M. (1989). Careers and the wealth of nations: a macro-perspective on the structure and implications of career forms. In Arthur, M. B., Hall, D. T., & Lawrence, B. S. (Eds.), Handbook of Career Theory: 506-521. Cambridge University, MA.
Katz, D. (1964). The Motivational Basis of Organizational Behavior. Behavioral Science, 9(2), 131-146.
Katz, D., & Kahn, R.L. (1966). The social psychology of organizations, New York: Wiley.
Kay, E. (1974). The Crisis in Middle Management. NY: Amacom Inc.
Kochan, T., & Osterman, P. (1994). The mutual gains enterprise. Boston, MA: Harvard Business School Press.
Kottke, J. L., & Sharkfinski, C. E. (1988). Measuring perceived supervisory and organizational support, Educational and Psychological measurement, 48, 1075-1079.
Leffakis, Z. M., & Doll, W. J. (2006). Using high-performance work systems to support individual employment rights and decrease employee telecommunication violations in the workplace. Journal of Individual Employment Rights, 11(4), 275-290.
Lemire, L., Saba, T., & Gagnon, Y. (1999). Managing career plateauing in the Quebec public sector. Public Personnel Management, 28(3): 375.
Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of Management, 28, 517-543.
Lepak, D. P., Liao, H., Chung, Y., Harden, E. H. (2006). A conceptual review of human resource management systems in strategic human resource management research. In Martocchio J.J. (Ed.), Research in personnel and human resources management, 25, 217-271. Oxford, UK: Elsevier.
Levine, D. (1995). Reinventing the workforce: How business and employers can both win. Washington, DC, Brookings Institution.
Levinson, H. A. (1986). A conception of adult development, American Psychologist, 41: 3-13.
Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support: inferior versus superior performance by wary employees. Journal of Applied Psychology, 84(4) :467-483.
MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48(2), 197-221.
March, J. G., and Simon, H. A. (1958). Organizations, New York: John Wiley and Sons, Inc.,
Martin-Tapia & Arragon-Correa. (2009). High Performance Work Systems and Export Performance.International Journal of Human Resource Management, 20(3): 633-653.
Miller, H. E., Katerberg, R., Hulin, C. L. (1979). Evaluation of the mobley, honer, and hollingsworth model of employee turnover. Journal of Applied Psychology, 64(5), 509-517.
Milliman, J. (1992). Consequences and moderators of career plateauing: An empirical investigation, Paper presented at the National Meeting of the Academy of Management, August, Las Vegas.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job dissatisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: The importmance of the employee's perspective. Academy of Management Journal, 37(6), 1543-1567.
Nachbagauer, A., & Riedl, G. (2002). Effects of concepts of career plateaus on performance, work satisfaction and commitment. International Journal of Manpower, 23(8): 716.
Near, J. P. (1980). The career plateau: causes and effects. Business Horizons, 23(5): 53.
Near, J. P. (1985). A discriminant analysis of plateaued versus nonplateaued managers. Journal of vocational behavior, 26: 177-188.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
Osterman, J. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47 (2): 173-188.
Patrick, C. (2003). Going beyond career plateau: Using professional plateau to account for work outcomes. Journal of Management Development, 22(5/6), 538-551.
Pfeffer, J. (1994). Competitive advantage through people: Understanding the power of work force. Boston: Harvard Business School Press.
Pfeffer, J. (1996). When it comes to “best practices” – Why do smart organizations occasionally do dumb things? Organizational Dynamics, 25 (1): 33-44.
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.
Porter, L. W., Steers, R. M., Mowday, R. T., Boulian, P. (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Price, J. L. (1977). The study of turnover. Ames, Iowa State University Press, Iowa.
Rantze, K. R., & Feller, R. W. (1985). Counseling career-plateaued workers during times of social change. Journal of Employment Counselin,. 22: 23-28.
Rhoades, L., and Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87: 698–714.
Robbins, S. P. (1993). Organizational behavior. NJ：Prentic Hall.
Rosen, B., and Jerdee, T. H. (1988). Managing Older workers’ career. In G. R. Ferris and K. M. Rowland (Eds), Research in Personnel and Human Resource Management: 37-74, CT: JAI Press.
Rosenbaum, J. E. (1984). Career mobility in corporate hierarchy. Orlando: Academic.
Scandura, T. A., Graen, G. B., & Novak, M. A. (1986). When managers decide not to decide autocratically: An investigation of leader-member exchange and decision influence. Journal of Applied Psychology, 71, 579-584.
Schein, E. H. (1971). Career Dynamics: Matching Individual and Organizational Needs. Reading, Mass: Addison-Wesley Publishing Company, Inc.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68(4), 653-663.
Stout, S. K., Slocum, J. W., Cron, W. L. (1988). Dynamics of the career plateauing process, Journal of Vocational Behaviour, 32: 74-91.
Susskind, A. M., Kacmar, K. M., & Borchgrevink, C. P. (2003). Customer Service Providers’ Attitudes Relating to Customer Service and Customer Satisfaction in the Customer-Server Exchange. Journal of Applied Psychology 88 (1), 179-187.
Tan, C. S., Salomone, P. R. (1994). Understanding career plateau: Implications for counseling. Career Development Quarterly, 42(4): 291-300.
Tremblay, M., & Roger, A. (1993). Individual, Familial, and Organizational Determinants of Career Plateau. Group & Organization Management, 18(4): 411-435.
Tremblay, M., & Roger, A. (2004). Career plateauing reactions: the moderating role of job scope, role ambiguity and participation among Canadian managers. International Journal of Human Resource Management, 15(6): 996-1017.
Tremblay, M., Roger, A., & Toulouse, J. (1995). Career Plateau and Work Attitudes: An Empirical Study of Managers. Human Relations, 48(3): 221-238.
Tsai Chin-Ju. (2006). High performance work systems and organizational performance: an empirical study of Taiwan's semiconductor design firms. Int. Journal of Human Resource Management, 17(9), 1512-1530.
Veiga, J. F. (1981). Plateaued versus nonplateaued managers: career patterns, attitudes, and path potential. Academy of Management Journal, 24(3): 566-578.
William, L. J., & Anderson, S. E. (1991). Job statisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601-617.
Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39, 836-866.
Youndt, M. A., Subramaniam, M., & Snell, S. A. (2004). Intellectual capital profiles: An examination of investment and returns. Journal of Management Studies, 41(2), 335-361.
Zacharatos, A., Barling, J., & Iverson, R. D. (2005) High-performance work systems and occupational safety. Journal of Applied Psychology, 90(1), 77-93.
Zahra, S. A. (1991). Predictors and financial outcomes of corporate entrepreneurship: An exploratory study. Journal of Business Venturing, 6(4):259–285.
Zahra, S. A. (1993). Environment, corporate entrepreneurship, and financial performance: A taxonomic approach. Journal of Business Venturing, 8(4):319–340.