The Relationship between Corporate Culture and Employees' Career Plateau

Abstract

The purpose of this study was to investigate the relationship between corporate culture and employees' career plateau and was two fold. A career plateau was defined as the point in a career where the likelihood of additional hierarchical promotion is very low (Ference, Stoner, & Warren,1977).

The first one was to investigate the relationship between organizatioal types about employment and promotional customs and employees' career plateau.

The second one was to investigate the relationship between types of employees' perception about executive selection system in their organizations and their career plateau.

The facts and conclusions in this paper were drawn by using 237 executives who are all chief of a section in ten big companies and 10 personnel executives.

About the first one, after using an analysis of variance, employees' positional tenure and perceived promotion opportunity weren't different in their organizational types about employment and promotional customs. It was clear that employees' career plateau are similar in various organizational types about employment and promotional customs.

About the second one, after using an analysis of variance, employees' positional tenure were different in types of their perception about executive selection system in their organizations. On the other hand, employees' perceived promotion opportunity weren't different in them. It was clear that employees' objective career plateau are different in types of their perception about executive selection system in their organizations.

The implications of these findings were discussed. In particular, not only types of employees' perception about executive selection system in their organizations based on distributive justice principle but also those based on equal distribution principle was connected with their objective career plateau.