The Effect of Career Plateauing on Employee Turnover in Telecommunication sector of Pakistan

Abstract

Research dictates that the number of employees that retire from their job before reaching the stage of career plateauing are only 1% of the total employees joining the organizations. Through various studies it is being estimated that the number of employees that perceive that they are being career plateaued will increase in the future because the competition among the employees in the organizations is increasing day by day and the qualification and skills of the employees is increasing day by day and the job positions for which employees are competing are reducing day by day. It is being perceived that after 30 years from now the employees working in organizations will perceive them to be career plateaued faster than today and this ration will be increasing at a huge rate. Despite of the fact that career plateauing is a naturally accruing process and there are large number of employees now a days that are plateaued, career plateauing still creates disturbance among employees. It is estimated that nearly 80% of the work done in the organizations is performed by the employees who are career plateaued, it would be more of a benefit to understand that whether these plateaued employees wants to be with the organization despite of the fact that they are plateaued. This also shows that there is a huge amount of workforce in the organizations that are career plateaued so this study will be very beneficial for the organizations. This research will affect the organization understanding about the term career plateauing and how they will affect individual and organization in better way. The foundation of this study is to find out the reasons for the career plateauing and what affect this career plateauing will have on the turnover of the employees and how this career plateauing will affect the turnover variability. Quantitative research is conducted through formulated questionnaire and then the data collected was analyzed through SPSS which is statistical data analyzing software. Sample size of 300 is selected from a huge population and then data is collected from these 300 people through survey. The respondents from whom the data is collected are divided on the basis of different demographic factors like age, gender, tenure on the job and education level. Our maximum respondents are male and are from the age group of 30 to 35. Maximum respondents had tenure of 3 to 5 year and mostly had a master’s degree. Regression, correlation and ANOVA tests were applied on the data to test the hypothesis. Results showed that career plateauing is positively related to the turnover which means that greater the turnover greater will be the turnover. The study also showed that if the job satisfaction and commitment of the employees is increased by giving the employees better incentives and friendly environment the effect of career plateauing will be reduced. Similarly if job search behavior and turnover intentions of the employees are higher that it will increase the turnover of the employees. This turnover can be both voluntarily or forced termination or dismissals. Finally the study concluded that organizations should show their concern about the career plateauing and should take measures to reduce the affect of career plateauing if they want to be successful.