An Empirical Research On Relationship Between Career Plateau And Turnover Intention Of Bank80’s Knowledge Staff

In this thesis, the data is collected through questionnaire, and spss17.0andamos17.0are used for exploratory factor analysis and confirmatory factor analysis.The results show that the career plateau of Bank80’s knowledge staff are divided intofour dimensions, including structural plateau, content plateau and life plateau;turnover intention and perceived opportunity are single dimension; EmployeeAssistance Program, EAP for short, is divided into two dimensions, including workassistance and life assistance.The results of statistical analysis show that the structural plateau, content plateauand turnover intention of bank80’s knowledge staff are in the low degree. Generallyspeaking, the career plateau and turnover intention of this kind of professional groupare under the control; the degree of implementation of EAP in the bank is betweenfine and excellent and the bank pays more attention to work assistance; the level ofperceived opportunity is higher than the critical value3, that is to say, there are manyavailable jobs from outside the organization.The results of difference test show that there is no difference of structural plateauand life plateau between different genders, but the result of content plateau is contraryto the above conclusions. Structural plateau and content plateau exist more widely inthe career development of men, and women are more likely to show the state of lifeplateau; there are widespreadly different levels of the entire career plateau andstructural plateau among different ages. Besides, the value of structural plateau from30-34years old staff is significantly higher than other age-groups and the value ofcontent plateau from30-34years old staff is significantly higher than from27-29years old staff; the three different education levels have gained significant differencein the entire career plateau and content plateau. In addition, the entire career plateauand content plateau of the staff of undergraduate degree are more obvious than thestaff with PhD degree and the life plateau of the staff of undergraduate degree aremore obvious than the staff with Master degree; the effect of working life and post oncareer plateau and its three dimensions are not significant.The results of structural equation analysis and hierarchical regression analysisshow that career plateau and its three dimensions of bank80’s staff have significantpositive effect on their turnover-intention; perceived opportunity does influence therelationship between two dimensions(structural plateau and life plateau) and turnover intention and the moderating effect is positive. In other word, the more perceivedopportunity the staff have, the more effect of structural plateau and life plateau onturnover intention. Turnover-intention has an apparently negative correlation withwork assistance and life assistance, at the same time the three variables of careerplateau have significant negative relation with work assistance. Besides, workassistance plays an intermediate role between career plateau including the threevariables and turnover intention.The thesis explores the correlation among career plateau, turnover intention,perceived opportunity and EAP, from the two perspectives of individuals andorganizations, proposes management measures so as to prevent or overcome careerplateau, reduce turnover-intention and lower turnover rate.