http://www.loc.gov/mods/v3 http://www.loc.gov/standards/mods/v3/mods-3-2.xsd
Reactions of middle managers to career plateauing as a function of career status and career goal orientation
A sample of middle managers (N=74) were classified into one of six cells based on their career status (plateaued, non-plateaued) and career goal orientation (promotion, intrinsic satisfaction, survival). Using discriminant function analysis, attitudinal and organizational perception variables were tested for their ability to differentiate between the cells. Job involvement was consistently identified as representative of the first function. MANOVAs revealed that cell membership was able to predict the differential frequencies of adaptation behaviors only when there was a main effect for career goal orientation. Career status was shown to explain the differences in preferred rewards, specifically leaves of absence. Three models of the career goal orientation scales were used to examine the impact of the movement of the managers across the career goal categories.