경력정체성과 직무성과 및 혁신행동의 관계: 긍정심리자본과 위계적 조직문화의 역할

Effective career management of employees is pivotal for fostering organizational growth. Consequently, addressing career plateau emerges as a critical concern within the realm of human resource management. While prior research predominantly focused on examining processes and conditions within designated job roles to understand outcomes of career plateau, this study seeks to offer a broader perspective. By extending upon existing literature, our research endeavors to enrich the understanding of career plateau, not only by scrutinizing assigned job roles but also by integrating proactive behaviors such as innovative work behavior as an outcome variable. Moreover, we propose that psychological capital (PsyCap) serves as a psychological mechanism underlying the relationships. Drawing from attribution theory, we also suggest that hierarchy culture serves as a boundary condition for the effect of career plateau on PsyCap. We tested the proposal relationships by using data from a survey conducted among 2,066 science and technology professionals in 2022 by the Korea Institute of Human Resources Development in Science & Technology (KIRD). The results revealed that career plateau was negatively related to both job performance and innovative work behavior, and PsyCap mediated the relationships. our results indicate that the detrimental impact of career plateau on PsyCap is attenuated when employees perceived high levels of hierarchy culture. Theoretical and practical implications are discussed.