The Effect of Job Adjustment on Career Plateau with Moderating Role of Job Self-Efficacy

Today, Career plateau is one of the most common and familiar words that we all deal with in some way. Career plateau has a bad effect on the manpower of government offices and companies. Conducting research on Career plateau in organizations can guide managers to apply the right human resource management strategies. The aim of this study was to investigate the effect of job adjustment on Career plateau and the moderating role of job self-efficacy. 

According to the hypotheses and questions of this research, a quantitative method with questionnaires has been used. The research method was performed using structural equation modeling. The statistical population included 400 teachers in Kish Island. From this population, 196 teachers have been selected as research sample. Instruments included  Dawis and Lofquist's (1978) job adjustment, Milliman's (1992) job Career plateau, and Riggs and Knight's (1994) job self-efficacy questionnaires. Data were analyzed using PLS software based on multivariate regression method and partial least squares technique. The fit of the model was confirmed in terms of validity and reliability criteria.

The results showed that the effect of job adjustment on career plateaus with moderating effect of job self-efficacy was rejected. Job adjustment has significant effects on career plateau, and job self-efficacy. According to this study, job self-efficacy as a moderator does not reduce career plateau. 

Based on the results, it can be stated that the managers of the organizations should try to eliminate the monotony and boring aspects of the work environment and create a warm and friendly environment. By increasing the manager's social support for employees and providing fair rewards, they can prevent Career plateau and create employees’ compatibility with the environment.