Board members often focus on improving the company’s net promoter score. An excellent net promoter score reflects customers’ and employees’ engagement with the company and their readiness to engage in organisational advocacy. Companies often measure organisation advocacy to measure the extent of employee engagement. This research evaluates factors that could influence organisation advocacy. It studies the negative impact of career plateau and emotional exhaustion on organisation advocacy. It further evaluates the positive moderating impact of organisation embeddedness on organisation advocacy. The social identity theory lens evaluates the model and posits that organisation advocacy could be compromised if the employee’s identity gets threatened. The research findings support a significant negative impact of emotional exhaustion on organisation advocacy. Further results prove a significant positive impact of career plateau on emotional exhaustion and a negative impact on Organisation advocacy, mediated through emotional exhaustion. Organisation embeddedness is further seen to positively moderate the combined mediated negative impact of career plateau and emotional exhaustion on organisation advocacy. Employees who are embedded in the organisation try to maintain their social identity and avoid speaking negatively about their organisation. For management, this paper brings forth the point that the supervisor occupying their position for a long time may often be the reason for the subordinate not getting a promotion and experiencing a career plateau. Strategies to maintain subordinate social identity, reduce career plateau, reduce emotional exhaustion and improve organisation embeddedness are further deliberated.
| Published in | International Journal of Economics, Finance and Management Sciences (Volume 12, Issue 6) |
| DOI | 10.11648/j.ijefm.20241206.13 |
| Page(s) | 372-380 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2024. Published by Science Publishing Group |
Organisation Advocacy, Career Plateau, Emotional Exhaustion, Organisation Embeddedness, Social Identity Theory
| [1] | Allen, T. D., Poteet, M. L., & Russell, J. E. A. (1998). Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47, 159–172. |
| [2] | Bardwick, J. M. (1986). The plateauing trap: How to avoid it in your career and your life. New York: Amacom. |
| [3] | Bolino, M. C, W. H. Turnley, and J. M. Bloodgood. (2002). Citizenship and the creation of social capital in organisation. Academy of Management Review 17, 505-52. |
| [4] | Burke, R. J., & Mikkelsen, A. (2006). Examining the career plateau among police officers. Policing. An International Journal of Police Strategies & Management, 29, 691–703. |
| [5] | Caplan, G. (1964). Principles of preventive psychiatry. New York: Basic Books. |
| [6] | Chao, G. T. (1990). Exploration of the conceptualisation and measurement of career plateau: A comparative analysis. Journal of Management, 16, 181–193. |
| [7] | Eger, L., & Mičík, M. (2017). Customer-oriented communication in retail and Net Promoter Score. Journal of Retailing and Consumer Services, 35, 142–149. |
| [8] | Feldman, D. C., & Weitz, B. A. (1988). Career plateaus reconsidered. Journal of Management, 14, 69–80. |
| [9] | Ference, T. P., Stoner, J. A. F., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2, 602–612. |
| [10] | Gaines, J., & Jermier, J. M. (1983). Emotional exhaustion in a high stress organisation. Academy of Management Journal, 26: 567–586. |
| [11] | Greenberg, J. (2011). Behavior in organisations, 10th Edition, published by Pearson Hall, p629. |
| [12] | Hamilton, D. F., Lane, J. V., Gaston, P., Patton, J. T., MacDonald, D. J., Simpson, A. H. R. W., & Howie, C. R. (2014). Assessing treatment outcomes using a single question. The Bone & Joint Journal, 96-B(5), 622–628. |
| [13] | Hayes, A. F. (2013). Mediation, moderation, and conditional process analysis. Introduction to mediation, moderation, and conditional process analysis: A regression based approach, The Guilford Press, New York, NY, p. 120. |
| [14] | Hurst, C. S., & Eby, L. T. (2010). Plateaus and appraisal: Characteristics and experiences of plateaued employees. Journal of Knowledge and Human Resource Management, 2, 10–19. |
| [15] | Lazarus, R. S., & Foikman, S. (1984). Stress, appraisal and coping. New York: Springer. |
| [16] | Lee, R. T., & Ashforth, B. E. (1996). A meta-analytic examination of the correlates of the three dimensions of job burnout. Journal of Applied Psychology, 81, 123—133. |
| [17] | Maertz, C. P., & Campion, M. A. (2004). Profiles in quitting: Integrating process and content turnover theory. Academy of Management Journal, 47, 566–582. |
| [18] | Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behaviour, Vol. 2. |
| [19] | Maslach, C., & Leiter, M. P. (2008). Early predictors of job burnout and engagement. Journal of Applied Psychology, 93, 498–512. |
| [20] | McGrath, J. E. (1970). A conceptual formulation for research on stress. In J. E. McGrath (Ed.), Social and psychological factors in stress, New York: Holt, Rinehart & Winston, 10-21. |
| [21] | Milliman, J. F. (1992). Causes, consequences, and moderating factors of career plateauing (Doctoral dissertation) Los Angeles: University of Southern California. |
| [22] | Mitchell, T. R., & Lee, T. W. (2001). The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. Research in Organisational Behavior, 23, 189–246. |
| [23] | Ng, T. W. H., & Feldman, D. C. (2007). Organisational embeddedness and occupational embeddedness across career stages. Journal of Vocational Behavior, 70, 336–351. |
| [24] | Reichheld, F. F. (2003). One number you need to grow. Harvard Business Review. PMID 14712543. |
| [25] | Subramony, M. (2009). A meta-analytic investigation of the relationship between HRM bundles and firm performance. Human Resource Management, 48, 745–768. |
| [26] | Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations, 33–47. |
| [27] | Turner, J. C.; Reynolds, K. J. (2010). The story of social identity. In T. Postmes; N. Branscombe (eds.). Rediscovering Social Identity: Core Sources. Psychology Press. |
| [28] | Veiga, J. F. (1981). Plateaued versus non plateaued managers: Career patterns, attitudes, and path potential. Academy of Management Journal, 24, 566–578. |
| [29] | Wang, Y. H., Hu, C., Hurst, C. S., & Yang, C. C. (2014). Antecedents and outcomes of career plateaus: The roles of mentoring others and proactive personality. Journal of Vocational Behavior, 85, 319–328. |
| [30] | Yaneva, M. (2019). Employee Satisfaction vs. Employee Engagement vs. Employee NPS. European Journal of Economics and Business Studies, 4(1), 221–227. |
| [31] | Yang, W. N., Niven, K., & Johnson, S. (2019). Career plateau: A review of 40 years of research. In Journal of Vocational Behavior, 110, 286–302. |
APA Style
Jain, V. (2024). Organisation Advocacy While Experiencing a Career Plateau: The Mediating Moderating Role of Emotional Exhaustion and Organisation Embeddedness. International Journal of Economics, Finance and Management Sciences, 12(6), 372-380. https://doi.org/10.11648/j.ijefm.20241206.13
ACS Style
Jain, V. Organisation Advocacy While Experiencing a Career Plateau: The Mediating Moderating Role of Emotional Exhaustion and Organisation Embeddedness. Int. J. Econ. Finance Manag. Sci. 2024, 12(6), 372-380. doi: 10.11648/j.ijefm.20241206.13
AMA Style
Jain V. Organisation Advocacy While Experiencing a Career Plateau: The Mediating Moderating Role of Emotional Exhaustion and Organisation Embeddedness. Int J Econ Finance Manag Sci. 2024;12(6):372-380. doi: 10.11648/j.ijefm.20241206.13
Share This Article
Twitter
Linked In
Facebook
Copy
Download@article{10.11648/j.ijefm.20241206.13,
author = {Vivek Jain},
title = {Organisation Advocacy While Experiencing a Career Plateau: The Mediating Moderating Role of Emotional Exhaustion and Organisation Embeddedness
},
journal = {International Journal of Economics, Finance and Management Sciences},
volume = {12},
number = {6},
pages = {372-380},
doi = {10.11648/j.ijefm.20241206.13},
url = {https://doi.org/10.11648/j.ijefm.20241206.13},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijefm.20241206.13},
abstract = {Board members often focus on improving the company’s net promoter score. An excellent net promoter score reflects customers’ and employees’ engagement with the company and their readiness to engage in organisational advocacy. Companies often measure organisation advocacy to measure the extent of employee engagement. This research evaluates factors that could influence organisation advocacy. It studies the negative impact of career plateau and emotional exhaustion on organisation advocacy. It further evaluates the positive moderating impact of organisation embeddedness on organisation advocacy. The social identity theory lens evaluates the model and posits that organisation advocacy could be compromised if the employee’s identity gets threatened. The research findings support a significant negative impact of emotional exhaustion on organisation advocacy. Further results prove a significant positive impact of career plateau on emotional exhaustion and a negative impact on Organisation advocacy, mediated through emotional exhaustion. Organisation embeddedness is further seen to positively moderate the combined mediated negative impact of career plateau and emotional exhaustion on organisation advocacy. Employees who are embedded in the organisation try to maintain their social identity and avoid speaking negatively about their organisation. For management, this paper brings forth the point that the supervisor occupying their position for a long time may often be the reason for the subordinate not getting a promotion and experiencing a career plateau. Strategies to maintain subordinate social identity, reduce career plateau, reduce emotional exhaustion and improve organisation embeddedness are further deliberated.
},
year = {2024}
}
TY - JOUR T1 - Organisation Advocacy While Experiencing a Career Plateau: The Mediating Moderating Role of Emotional Exhaustion and Organisation Embeddedness AU - Vivek Jain Y1 - 2024/11/21 PY - 2024 N1 - https://doi.org/10.11648/j.ijefm.20241206.13 DO - 10.11648/j.ijefm.20241206.13 T2 - International Journal of Economics, Finance and Management Sciences JF - International Journal of Economics, Finance and Management Sciences JO - International Journal of Economics, Finance and Management Sciences SP - 372 EP - 380 PB - Science Publishing Group SN - 2326-9561 UR - https://doi.org/10.11648/j.ijefm.20241206.13 AB - Board members often focus on improving the company’s net promoter score. An excellent net promoter score reflects customers’ and employees’ engagement with the company and their readiness to engage in organisational advocacy. Companies often measure organisation advocacy to measure the extent of employee engagement. This research evaluates factors that could influence organisation advocacy. It studies the negative impact of career plateau and emotional exhaustion on organisation advocacy. It further evaluates the positive moderating impact of organisation embeddedness on organisation advocacy. The social identity theory lens evaluates the model and posits that organisation advocacy could be compromised if the employee’s identity gets threatened. The research findings support a significant negative impact of emotional exhaustion on organisation advocacy. Further results prove a significant positive impact of career plateau on emotional exhaustion and a negative impact on Organisation advocacy, mediated through emotional exhaustion. Organisation embeddedness is further seen to positively moderate the combined mediated negative impact of career plateau and emotional exhaustion on organisation advocacy. Employees who are embedded in the organisation try to maintain their social identity and avoid speaking negatively about their organisation. For management, this paper brings forth the point that the supervisor occupying their position for a long time may often be the reason for the subordinate not getting a promotion and experiencing a career plateau. Strategies to maintain subordinate social identity, reduce career plateau, reduce emotional exhaustion and improve organisation embeddedness are further deliberated. VL - 12 IS - 6 ER -
Organizational Behaviour & Human Resources Department, International Management Institute, Bhubaneshwar, India
Information